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UBC Reports Jul 15, 1993

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Array THE  UNIVERSITY OF BRITISH  COLUMBIA
UBCREPORTS
Grads find
career path
confusing
By Charles Ker
Staff writer
High school students need better advice
before setting off in search of a career, a
UBC study indicates.
Profs. Bill Borgen and Norman
Amundson of the Dept. of Counselling
Psychology are co-ordinators of a two-
year survey tracking the post-high-school
experiences of 1,600 graduates across
Canada.
Eighty per cent of Grade 12 students
interviewed were confident they'd be able
to follow the career path of their choice.
However, when many of these students
discovered that their first choice was
blocked, most had no alternate plan to
fall back on and became confused about
how to proceed.
They leave high school with a positive
mindset and then seem to hit a wall of
confusion and 11 cpressi on alter a few months
when things dont work out," said Amundson.
The professors say the problem has to
be attacked on two fronts: students need
better preparation while they're still in
school to face the reality of a changingjob
market; and, support services should be
established to help re-energize students
who remain unemployed in the four- to
eight-month period following graduation.
There should be some mechanism
which helps them tap into the hidden job
market and develop a network of
contacts," said Amundson. "These are
things which young people haven't had to
do as much in the past, but which are
crucial today."
Funded by the Social Sciences and
Humanities Research Council, the study
tracked 400 Grade 12 graduates in
Vancouver, Calgary, Ottawa and St.
Catharines, Ontario. The students were
first contacted in November, 1989, with
follow-up contact in June, April and
October. At each stage, students filled
out questionnaires identifying how they
felt about themselves and to what they
attributed their successes or failures.
See CAREERS Page 2
Student Loan Blues
Charles Ker photo
Neil Burnett, one of seven students starting a master's degree in Religious Studies in September, picks a few notes
while filling out a student loan application at the bus loop. Last year, about 5,600 students received $35 million
in government loans. UBC sources provided an additional $3 million for students with financial need.
Bio-reactor composts on grand scale
by Gavin Wilson
Staff writer
A portable bio-reactor developed by
UBC researchers could help solve waste
problems for large institutions and benefit
the environment.
By optimizing conditions that allow
micro-organisms to break down waste,
the UBC bio-reactor can reduce up to two
tonnes of food waste into compost in less
than a week, said Alan Carter, a visiting
NSERC industrial fellow in the Dept. of
Bio-Resource Engineering.
Carter, a soil ecologist and solid waste
process specialist, helped develop the
bio-reactor under the university's industry
partnerships program with a private sector
Armoury demolition
Wreckers' Ball final event
by Gavin Wilson
Staff writer
The UBC Armoury is a building filled
with ghosts.
You might hear their voices echoing in
the rafters if you stand alone in the now-
abandoned building and listen very
closely: the hup, two, three, four of military
drills, the sweet melodies of Glenn Miller,
the rustling of applause as graduates of
days gone by claim their degrees.
Slated for demolition this summer, the
Armoury will soon be just a memory for
the students who passed through its
doors during the past 50 years.
Today's students would find it hard to
believe that this shabby, nondescript
building, with its broken windows and
stained stucco, was once a bustling hub
of activity on campus.
It was home to all the major landmarks
in a student's academic life—registration,
exams, graduation ceremonies, — as
well as to pep rallies, AMS meetings,
concerts and dances.
"It is such a meaningful place for so
many people," says Dr. William Webber,
associate vice-president, academic,
former dean of Medicine and a UBC
graduate.
Webber vividly recalls the first time he
entered the Armoury. It was registration
day in September, 1951, and he was
enrolling in first-year classes.
"For students, their first physical
acquaintance with the university was
lining up at the door of the Armoury for
registration," he said.
See ARMOURY Page 2
company which hopes to commercialize
the technology.
Instead of an expensive waste-disposal
problem — such waste is usually trucked
to a landfill—the user is left with nutrient-
rich compost which can be sold or applied
on gardens and landscaping, saving costs
on fertilizer and weed control.
Carter said institutions such as prisons,
hospitals, schcoteanduiiiverettieseouldberiefit
from the bio-reactor. The cruise ship industry
is another potential market, he added.
"Institutions which produce between
two to 10 tonnes of food waste per week
could really use it to their benefit. They
now have to pay $70 per tonne for tipping
fees at landfill sites, not including
transportation costs," he said.
The bio-reactor also benefits the
environment. It would reduce the amount
of waste trucked to overflowing municipal
landfills and there would be no leachates
into the surrounding environment.
The prototype bio-reactor, which costs
more than $70,000 to develop, is 10-feet.
nine-inches high, but could be just as
effective if constructed on a smaller scale,
Carter said.
It consists of a large polyethylene tank
supported by a framework of steel girders.
Inside are two rubber bladders which are
inflated by air pumps, alternating in a seesaw lashion. This turns the contents over,
aerating the waste and helping speed
decomposition.
Air from the deflated bladders is
released back into the container for further
aeration and to promote odour control.
The air also helps regulate the
temperature inside the bio-reactor, which
can reach as high as 65 degrees Celsius
due to the intense biological activity.
Controlled decomposition reduces the
volume of waste by about 30 to 40 per cent
in as few as five or six days, depending on
the mixture, which must have a high
water content.
Carter said the bio-reactor could also
be set up to break down particular organic
See COMPOST Page 2
Inside
Complex Construction
Work gets under way on new Thunderbird Housing Complex
Numbers Game 3_
News Digest: B.C. students rate highly in mathematics contest
Word Power 5_
Study looks at speech patterns of world leaders during crises
Urban Design 8^
Profile:  Landscape architect Moura Quayle has designs for city 2 UBC Reports- July 15,1993
Letters
Shuttle service, signs needed for campus visitors
Editor:
As a regular transit commuter
to the university, I have observed,
over the last few summers,
increasing numbers of visitors
arriving at the transit loop on
University Boulevard and East
Mall, looking for the Museum of
Anthropology.
Many of these are elderly, or
young families with children;
most seem on a fixed travel
budget. They are alarmed at the
distance and the complexity of
the walking route to the museum.
Most are not aware of the one
public transit route to the
museum via the Chancellor bus,
which is very hit and miss; most
seem not able to afford expensive
commercial tours.
The museum and university
administrations should consider
some kind of shuttle service from
the campus transit loop to the
MOA. As an interim or in addition
to the shuttle service, clear, easy
to follow signage along the
shortest route is needed. The
university and the museum are
very obviously tourist and visitor
destinations. Increasing
numbers of these visitors use
public transit instead of expensive
organized tours or rental cars.
We should do a better job of
accommodating these travellers.
Paul E. Thiele, Head
Crane  Library  &  Resource
Centre
Armoury
Continued from page 1
"It was always a mob scene.
People would arrive as early as
4 a.m. to line up so they could
get the courses they wanted.
Once inside, they would go from
place to place getting
registration cards filled out and
buying course books.
"People complained a lot
about it, but in a sense, it was
also an opportunity to
socialize."
Built as part of the
university's war effort, the
Armoury was opened on Nov.
22,1941 as the centre of military
training activities on campus.
At the time, the entire country
was obsessed with the war in
Europe.
The $57,000 building was the
fourth on campus to be
constructed with student funds.
Money was raised by members
of the UBC military corps who
had been waiving their training
pay to finance it. A provincial
government grant topped off the
total cost.
On the day it opened, a line
of student soldiers more than
two blocks long, headed by the
Seaforth Highlanders band,
marched into the new building,
an event billed as "the largest
and most impressive military
display ever seen on the Point
Grey campus."
The building they entered
was designed by Vancouver
architects Sharp and Thompson
in a style that conformed to the
other "non-permanent"
buildings on campus, such as
the Mathematics building and
Old Auditorium, which still
stand.
The Armoury's drill floor was
13 by 34 metres and its roof was
supported with Hamilton
trusses to do away with any
obstructing posts. It also held a
lecture room, kitchen and
shower facilities.
After the war, its large
seating capacity made it a
natural choice for AMS
assemblies and its vast
expanse of floor made it ideal
for campus-wide dances and
sessional exams. Most of all, it
was remembered by post-war
alumni as the scene of their
graduation ceremony.
But its military use continued
after the war.
Ray Herbert, who flew
bomber missions over Europe
for the RCAF, was one of the
many returning veterans who
swelled student ranks at the
end of the war.
Herbert, who later went on to
become a UBC law professor,
joined the auxiliary air force
based at the Armoury and
became commanding officer of
the university squadron.
He remembers training in the
Armoury — parade drills,
lectures — with as many as 100
colleagues.
"It was an active place, and
because the cadets had paid for
it we felt pride of possession,"
Herbert said.
Over the years, however, the
military presence on campus
dwindled and newer buildings
became the centre of campus
activities. Up until two years
ago, the Armoury was still used
lor final exams. It also held
studios for fine arts and
architecture students, three
indoor tennis courts, and a
weight-training room.
The Armoury is being torn
down to make way for the new
Creative Arts Centre. Part of an
arts complex which will include
the Helen Belkin Art Gallery
and the Chan Shun Performing
Arts Centre, the centre will
house studio space for students
and faculty in fine arts, music
and theatre.
Careers
Continued from Page 1
Borgen said counselling
methods have to better
recognize the evolving job
market. While counsellors may
be successful in identifying a
student's abilities, likes and
dislikes, it is too often assumed
that there is a constant
availability of matching jobs.
"Tougher college admission
requirements, fewer jobs and a
host of other factors combine to
make career targets moving
targets for students," said
Borgen. "They can't count on
being absorbed into the labour
Compost
force any more. They have to
have a number of fall-back
positions."
Borgen added that students
shouldn't automatically brand
themselves failures if they can't
immediately jump into a career,
but should realize that it's
perfectly normal to have to explore
a number of avenues.
Almost all the students
interviewed for the study
commented on how much they
relied on family and friends for
moral, and material, support.
Borgen and Amundson
conducted a national study of
Continued from Page 1
contaminants in bioremediation,
using biology processes to break
down and be set up to handle
meat, animal waste and some
paper and cardboard products,
although not plastics, glass, oils
or butters.
The bio-reactor was developed
and evaluated in the past year by
Carter, the National Research
Council and B.C. -based company
BioCompost Systems Inc.
Funding was provided by the
Natural Sciences and Engineering
Research Council.
Carter said the bio-reactor
could be ready to sell
commercially in six to nine
months.
"We've had inquiries from
Africa, Ireland and Sri Lanka, as
well as from across North
America," he said.
Canadians' psychological
reactions to unemployment in the
mid- 1980s. Their work was later
published in booklet form and
distributed free as a self-help
guide to the unemployed. More
than 750,000 copies have been
given away since 1987.
The results of their latest study
should be published in the next
six months.
COLOUR
LASERS!
S1.45 1st copy
.95 each additional
copy
(8.5 x 11 Iroin same page)
UNIVERSITY VILLAGE
2ND FLOOR 2174 W. PA
VANCOUVER, B.C
224-6225
FAX 224-4492
OPEN 7 DAYS'A WEEK
M-TU 8-9 FRI-8-0
"71-SUN 11-(3
W. PARKWAY
Gavin Wilson photo
Bread Winner
Whether you call it bannock, ajam anaek, girdle scones or
matzoh, fried bread served in the Northwest Coast First
Nations style is delicious. Dolly Watts, owner of Just Like
Grandma's Bannock Inc., and her brother-in-law Jeff Watts
will be dishing up bannock at the entrance to the Museum
of Anthropology all summer long. Watts says they serve as
many as 11,000 pieces of bannock each month at the
museum. Also slated for the menu this summer are buffalo
smokies and burgers.
*\P
Surplus Equipment Recycling Facility
Special Event
Tent Rentals
us CoverYourgxtCampUsEv
Phone:
822-2582 ^
Fax: **"
822-8189
Berkowitz & Associates
Statistics and Mathematics Consulting
• research design • data analysis
• sampling • forecasting
Jonathan Berkowitz, Ph.D
4160 Staulo Crescent, Vancouver, B.C., V6N 3S2
Office: (604) 263-1508
Home: (604) 263-5394
UBC REPORTS
UBC Reports is published twice monthly (monthly in
December, June, July and August) for the entire
university community by the UBC Community
Relations Office, 207-6328 Memorial Rd., Vancouver
B.CV6T 1Z2.
Managing Editor: Steve Crombie
Editor: Paula Martin
Production: Bill Jamieson
Contributors: Connie Filletti, Abe Hefter, Charles Ker,
Gavin Wilson
Editorial and advertising enquiries: 822-3131 (phone)
822-2684 (fax).
UBC Reports welcomes the submission of letters and
opinion pieces. Opinions and advertising published in
UBC Reports do not necessarily reflect official
university policy.
Material may be reprinted in whole or in part with
appropriate credit to UBC Reports. UBC Reports ■ July 15,1993 3
Science students judge
faculty performance
by Gavin Wilson
Staff writer
When Faculty of Science  students
, wrapped up their courses this term, they
filled in a questionnaire that rated their
instructors' teaching skills and abilities.
This marks a milestone in teaching
evaluation in the university's second-
» largest faculty — the first standardized,
faculty-wide evaluation of teaching that
* will be made public.
Although in the past there have been
student-run evaluations published by the
Science Undergraduate Society, this is
the  first to be  standardized  across
■"* departments and completed by every
class. The results will be published this
summer.
Judith Myers, associate dean for the
promotion of women in science and coordinator of the survey, said the evaluation
is part of a trend to greater accountability
on campus. It was undertaken in response
r to a university Senate report last year on
teaching evaluations and a new university-
wide focus on teaching excellence.
Myers said there was apprehension
about the evaluation among some faculty
~ members, but the results show that, in
many cases, students are extremely happy
" with their instructors.
"In some departments, particularly,
we were overwhelmed at how great the
reports were. On a scale of one to five,
with five being the best, almost all faculty
members were scoring between 4.3 and 5
in overall teaching effectiveness," she said.
The survey also points out situations
where improvement is needed, she said,
and "there is a commitment on the part of
the university administration to respond
to these situations and to encourage high-
calibre teaching."
UBC instructors can brush up on their
teaching skills at the Centre for Faculty
Development and Instructional Services,
a university office which provides three-
day effective teaching workshops and
also offers seminars on education issues.
One of the aspects evaluated in this
new survey was how students felt they
were treated by faculty members.
"They want faculty to be considerate,"
Myers said. "It's not just a matter of what
they are taught. How they are taught and
how they are treated also have important
influences on the academic achievement
and attitudes of students.
'The flip side of this is the need for
students to be considerate of each other
and of faculty. The survey points out that
this is not always the case in large classes,"
she said.
-Thunderbird housing
complex gets under way
by Gavin Wilson
., Staff writer
^ UBC is moving a step closer to its goal
of housing 25 per cent of the student
body in on-campus residences with
construction ofthe Thunderbird student
housing complex.
The 405-unit development will be
located at the intersection of Main Mall
» and Thunderbird Blvd. It is expected to
be ready for occupancy by the fall of 1994
and will house between 630 and 800
students.
Construction ofthe $34-million project
v is underway.
Resolutions passed by the Board of
Governors in 1966 and again in 1982
supported a goal of providing on-
campus housing for a quarter of the
student population. The president's
mission statement in 1989 reiterated
* that  goal,   citing  its  importance  in
, making a university education more
accessible.
Currently, about 20 per cent of UBC
students are housed on campus, but even
though housing for an additional  1,400
students has beenaddedat UBC since 1984/
85, waiting lists for on-campus student
housing have continued to grow.
Plans for the Thunderbird housing
complex grew out of a study of target
student populations and their housing
requirements. The site was chosen to
strengthen the sense of community on
campus by linking two of the existing
student residence complexes. Totem Park
and Fairview Crescent.
The Thunderbird complex will consist
of 10 two-to four-storey wood-frame
townhouses faced with brick and
containing a mixture of studio, one-, two-
and four-bedroom suites. Garages with
500 underground parking spaces will
serve Thunderbird residents as well as
students from Totem Park and
Ritsumeikan-UBC House.
The complex boasts barrier-free access
to most of the site including wheelchair
access to all common areas and 398 of
the 405 suites.
The project, designed by the Vancouver
firm of Waisman Dewar Grout Carter
Inc., will give the campus a well-defined
southern boundary.
Peanuts Gallery
Photo by Barry Gnyp
Nicole Eby and Gavin Crawford share the spotlight in a scene from You're
A Good Man, Charlie Brown, which runs until July 31 at the Frederic Wood
Theatre. The musical is one of three productions put on by the UBC Summer
Players. Call 822-2678 for ticket information.
News Digest
Research into the causes, treatment and prevention of cardiovascular diseases will
be the focus of a newly established chair in cardiology at UBC.
Named for its primary benefactor, the Heart and Stroke Foundation Chair in
Cardiology will enable UBC to recruit an outstanding medical scientist who will
develop programs in cardiovascular research and post-graduate training.
A project of UBC's A World of Opportunity fundraising campaign, the chair received
additional funding from the Pacific Open Heart Society, private donations and from
cardiologists across the province.
The provincial government has pledged a matching gift of $500,000 toward the $ 1 -
million endowment.
Heart disease and stroke are the most common cause of death in Canada,
accounting for more than 40 per cent of all deaths each year.
Artist's rendering of proposed Thunderbird student housing complex.
B.C. high school students continued to put in remarkable performances in the
Euclid Mathematics Contest, part of the Canadian Mathematics Competition
administered by the University of Waterloo.
Results ofthe latest competition showed that ofthe top 50 schools in Canada, 23 are from
B.C., including eight of the top 15. Ofthe top 116 students in Canada, 48 are from B.C. Among
them is Colin Percival, a 12-year-old from Burnaby's Morley Street Elementary School.
In all, 10,200 students from more than 1,000 schools across Canada took part in
the two-and-a-half-hour exam, which is based on the Grade 12 curriculum.
The B.C. co-ordinator of the Euclid contest is UBC Mathematics Prof. George
Bluman, who is also a member ofthe national committee which set the Euclid paper.
Fifty-four medical scientists at UBC have been awarded Medical Research Council
of Canada (MRC) grants totalling more than $11.6 million over three years.
The funds, which include research grants and training awards, are part of a $175-
million grants package awarded by the council to Canadian scientists at universities,
institutes and hospitals across the country.
A UBC-based training camp has produced four ofthe five members ofthe Canadian
team that will travel to Williamsburg, Virginia for the International Physics Olympiad,
held July 10-18.
Hosted by the Dept. of Physics, the UBC training camp brought together the best high
school physics students from across B.C. and Alberta. It was run by Assistant Prof.
Chris Waltham, who is Western Canada organizer and Canadian co-coach, and
Research Associate Andrzej Kotlicki, who previously helped organize and co-ordinate
the Olympiad team in his native Poland.
National team members drawn from the UBC camp are: Ari Benbasat of St.
George's School, Paul Tupper of Point Grey Secondary, Jurgen Hissen of Stelly's
Secondary in Brentwood Bay, B.C. and Robert Kry of Calgary's Western Canada High. 4 UBC Reports ■ July 15,1993
Calendar
July 18 through August 14
Notices
Campus Tours
School and College Liaison
tours provide prospective UBC
students with an overview of
campus activities/ faculties/
services. Every Friday at 9:30am.
Reservations required one week
in advance.  Call 822-4319.
UBC Summer Players
What I Did Last Summer
continues to July 30 in repertory.
You're A Good Man, Charlie
Brown, a musical, continues to
July 31. Frederic Wood Theatre
at 8pm. Adults $10, students/
seniors $8.  Call 822-2678.
UBC Bookstore
Effective July 5-Aug. 14, the
bookstore will operate on summer
hours as follows: Mon.-Fri.
8:30am-5:00pm. Call 822-2665.
Second Annual Conference
Conduct Disorders And
Problem Behaviors In Children:
Family Approaches To Treatment.
Drs. Jon Reid, U., of Oregon;
Carolyn Webster-Stratton, Robert
McMahon, U. of Washington;
Gloria Miller, U. of So. Carolina.
UBC Psychoeducational
Research and Training Centre
(EPSE). July 22-24 at the UBC
conference centre from 9am-4pm.
Call to register 822-1050/5384.
UBC Computer Science/
CCE/CICSR Workshop
Higher Order Logic Theorem
Proving And Its Applications. Dr.
Jeff Joyce, Computer Science.
Aug. 10-13. For registration,
location and fee, call 822-4327.
50th Anniversary
Conference On
Pharmaceutical
Biotechnology
Annual conference of The
Association of Faculties of
Pharmacy of Canada (AFPC). Pan
Pacific Hotel from July 31-Aug.
4. Brochure/registration, call
822-4706.
Rhodes Scholarship
Applicants 1994
Application forms available from
the UBC Awards Office.
Candidates must be Canadian
citizens and born between Oct. 2/
69-Oct. 1/75; be unmarried; and
except for medical students, be
recipients of an undergrad degree.
Deadline, Oct. 22/93. Call Awards
Office at 822-5111.
Professional Development
For Language Teachers
Continuing Studies' English
Language Institute offers practical
workshops for teachers in:
Intercultural Learning,
Pronunciation, Field Trips,
Reading Comprehension. Writing/
Classroom Management. Courses
in progress.   Call 222-5208.
International Reachout
Program
Student volunteers write letters
to students intending to attend
UBC, explaining life at UBC and in
Canada, to ease the apprehension
of international students. For
information go to International
House or call 822-5021.
Women Students' Office
Advocacy/personal counselling
services available. Call 822-2415.
Continuing Studies
Reading Writing And Study
Skills Centre
Courses beginning in July include
Basic Skills, Impromptu Speaking,
Study Skills, Reading for Speed/
Comprehension, Grammar,
Composition and Writing
Improvement. Call 222-5245
Language Programs/Services
French, Spanish, Japanese And
Chinese conversation classes.
Intensive 3-week programs: French
July 5-22 And July 26-Aug 13;
Spanish, Japanese, Mandarin And
Cantonese - July 12-29 and Aug.
3-20.  Call 222-5227.
Pine Arts Gallery
Tues.-Fri. from 10am-5pm.
Saturdays     12-5pm. Free
admission. Main Library. Call
822-2759.
UBCREPORTS
fa
a
u
31
w
IM
CALENDAR Dl
Material for the Calendar
rms available from the UBC
Bfice, 207-6328 Memorial Roi
12. Phone: 822-3131. Fax: 822
> words may be edited.
Deadline for the August 12
aich covers the period Augus
xm, August 3.
SADUNBS
must be submitted on
; Community Relations
id, Vancouver, B.C. V6T
-2684. Notices exceeding
issue of UBC Reports —
115 to September 4 — is
Psychology Research Study
Seeking participants for a one-
hour study involving the detection
of deception in pain manifestation
in illness behaviour. Honorarium
$10. Approx. one-hour appt. Call
822-5280.
Behavioural Study
Parents of children between 5-
12 years of age are needed for
project studying parent-child
relationships. Involved are mailed
questionnaires about family
interactions. Contact Wendy at
822-9037.
Study on Sexual Functioning
in Women
If you are a heterosexual female,
over 21 years of age, currently
requiring insulin treatment for
diabetes mellitus, call 822-2998.
Honorarium.
G.F. Strong Rehab Centre
Research
Volunteers wanted for study:
Reaction Time To Visual Cues.
Male and female ages 18-80
required. A one-time only visit of
30 minutes. Corrective lenses are
OK. Call Desiree for appt. times
and location at 734 1313.
Sexual Harassment Office
Advisors are available to discuss
questions or concerns and are
prepared to help any member ofthe
UBC community who is being
sexually harassed find a satisfactory
resolution. Call Margaretha Hoek at
822-6353.
Clinical Research Support
Group
Faculty of Medicine data
analysts supporting clinical
research. To    arrange    a
consultation,  call  Laura Slaney
822-4530.
Bone Building Study
10-11 year old females required
for study on changes in bone during
growth. Participation includes
monitoring of bone density,
nutrition and growth. Call 822-
6766.
Social Anxiety Study
If you are an adult with severe
social fears (e.g. shyness) and
would like to participate in a
treatment study, call Scott Wallace
in Psychology at 833-5047.
Stress Study
Seeking volunteers from the UBC
management/professional staff who
feel they cope with stress quite well or
not well at all for participation in a
two-hour group interview. CallBonita
Long at 822-4756/Sharon Kahn at
822-5454.
UBC Hearing Access Project
Free hearing asessments/help
in dealing with effects of hearing
loss on communication. Open to
all UBC students, staff and faculty.
Audiology/Speech Sciences. Call
822-5798.
High Blood Pressure Clinic
Adult volunteers  needed  to
participate in drug treatment
studies. Call Dr. J. Wright in
Medicine at 822-7134 or RN
Marion Barker at 822-7192.
Volunteer Opportunity
University Hospital
UBC Site invites friendly help to
join the Volunteer Services group to
staff the gift shop, visit patients and
participants in other programs. Call
Dianne at 822-7384.
Statistical Consulting/
Research Laboratory
SCARL is operated by the
Department of Statistics to
provide statistical advice to
faculty/graduate students
working on research problems.
Call 822-4037.
Surplus Equipment
Recycling Facility (SERF)
Disposal of all surplus items.
Every Wednesday, 12-5pm. Task
Force Bldg.. 2352 Health Sciences
Mall. Call Vince at 822-2582/
Rich at 822-2813.
Introductory Main Garden
Tours
Every Wednesday/Saturday
now thru to September 25 at
1 pm at the entrance to Botanical
Garden. Admission cost includes
tour.  Call 822-4208.
Nitobe Garden
More beautiful than ever after
recentrenovations. Summerhours
10am-6pm daily. Call 822-4208.
Lectures
Regent College
Summer Evening Programs
Monday, July 19
Ethics Isn't Pretty. David W.
Gill, prof, of Applied Ethics, North
Park College, Chicago. Regent
College main floor auditorium from
8-9:30pm.   Call 224-3245.
Wednesday, July 21
Perpetual Adolescence: The
Emerging Culture Of North
American Evangelicalism. John
G. Stackhouse, Jr., assoc. prof.,
Dept. of Religion, U. of Manitoba.
Regent College main floor
auditorium from 8-9:30pm. Call
224-3245.
Monday, July 26
Dispute, Declaration And
Dialogue: Biblical Models For
Joining Discussion In The
Marketplace Of Ideas. Dr. Maxine
Hancock, author/conference
speaker. Regent College main floor
auditorium from 8-9:30pm. Call
224-3245.
Wednesday, July 28 Saturday, July 31
Who Was Jesus? Dr. N.
Thomas Wright, lecturer in New
Testament Studies, Oxford U.
Regent College main floor
auditorium from 8-9:30pm. Call
224-3245.
The Historical Jesus. Dr. N.
Thomas Wright, lecturer in New
Testament Studies, Oxford U.
Regent College main floor
auditorium from 9am-12pm. Call
228-1820.
Miscellany
Thursday, July 22
UBC Board Of Governors'
Meeting
The Board ofGovernors meet in
the Board Room, second floor of
the Old Administration Building,
6328 Memorial Rd. Open session
time: TBA. Call 822-8300 for time.
Saturday, July 31
Regent College Summer
Evening Program
Piano Recital. Nicole Lee, pianist.
Regent College main floor atrium
from 7:30-8:45pm. Refreshments
served. Call 224-3245.
Friday, August 6
MOST Workshop
Freedom of Information Act.
Offered by the School of Library,
Archival and Information Studies.
Main Library, 8thfloorfrom8:30am-
4:00pm. Registration fee $105.
Call Alice Bacon at 922-3897.
Video link heralds new era of teaching
UBC's Faculty of Education
and The Commonwealth of
Learning teamed up earlier this
summer to conduct three, unique
video conferences between
Australia and Canada.
Co-ordinated by Prof. Leonard
Burtenshawof the Dept. ofVisual
and Performing Arts in
Education, the series used
advanced audio-visual
technology to link scholars and
performers in Vancouver with
counterparts in Adelaide, Sydney
and Armidale in southeastern
Australia.
Burtenshaw said the 90-
minute gatherings were among
the first efforts to use interactive
video-conferencing technology
for teaching purposes. Special
circuitry allowed participants to
transmit both audio and video
feeds to one another through
two telephone lines.
The first sessions dealt with
early childhood music and art
and First Nations artists from
both countries. The final session,
which focused on the music of
Chinese communities in
Vancouver and Sydney, featured
artists performing a segment
from a Peking opera as well as a
Chinese sword dance.
"Everyone was fascinated by the
presentations and the technology,"
said Ross Nelson, manager ofUBC's
telecommunications centre and an
observer at the final conference at
the Commonwealth of learning.
Nelson hopes UBC will have
audio-visual conference
capability within two years.
The Commonwealth of
Learning is an international
organization which provides
learning opportunities to
Commonwealth countries,
particularly using advanced
communication technologies for
distance education.
^».
UBC HOMECOMING
^*30
For more information
call the UBC Alumni
Association at 822-3313 THE   UNIVERSITY  OF  BRITISH  COLUMBIA
ANALYSIS OF UBC'S EMPLOYMENT-EQUITY CENSUS
December 1992
THE UNIVERSITY OF BRITISH COLUMBIA
July 15, 1993
Dear Colleagues:
The following report was prepared by Sharon E.
Kahn, Director of Employment Equity, and was
approved by the President's Advisory Committee on
Employment Equity. The purpose ofthe report is to
record the University's progress toward its May
1991 hiring goals.
The report suggests that the University must
continue to actively recruit members of designated
groups into candidate pools, and to maintain a work
environment that supports the successful integration
of designated-group members at all levels throughout
the University.
Please discuss the report with your colleagues
and send your comments to Dr. Kahn, c/o the
President's Office.
Yours sincerely,
David W. Strangwa
President
I. Introduction
This report, the third in a series of analyses of UBC's employment-equity
census data, has the following objectives:
• to describe and compare the representation of designated groups—women,
aboriginal people, visible minorities, and persons with disabilities—in UBC's workforce
since May 1990;
• to record the University's progress toward its May 1991 hiring goals for
members of these designated groups, and
• to recommend future steps in UBC's employment-equity program.
In February 1990, the University of British Columbia distributed its first
employment-equity census to 6,974 employees, including part-time, casual, and
temporary staff. Since then, the University has continued to up-date data already in
its files and to collect new data from all newly-hired faculty and staff. The collected
data have been the subject of two previous analyses (UBC Reports, May 16, 1991, and
September 3, 1992).
In May 1991, the Office of Employment Equity reported the results of the initial
census and also compared the representation of designated-group members—
women, aboriginal people, members of visible minorities, and persons with disabilities—
with two external employment pools: the 1986 Canadian labour force and doctoral
degrees granted nationally to women. Based on the results of this analysis, the
President's Advisory Committee on Employment Equity (PACEE) recommended
several hiring goals for the University's employment-equity program. Within the
framework of UBC's policy on employment equity, PACEE urged departments to meet
these hiring goals by first enlarging the pool of potential candidates with appropriate
qualifications and then by selecting the best-qualified person for the job.
In September 1992, the Office of Employment Equity issued a second report,
which analyzed UBC's progress as of December 1991 toward the hiring goals set in
May 1991. This report described the representation of designated groups in UBC's
workforce as of December 1991, and compared two snapshots ofthe UBC workforce
in December 1990 and in December 1991. The data suggested that UBC had met and
exceeded its first recommendation to hire women into 35% of vacant tenure-track
faculty positions. The second recommendation from the May 1991 report set specific
numerical goals to correct UBC's shortfall from the representation of designated
groups in qualified external labour pools. The 1992 progress report suggested that
although some of PACEE's recommended hiring goals for staff had been met, most
remained unattained.
Overall, the data contained in the September 1992 progress report suggested
that in order to meet its employment-equity hiring goals, the University must
continue to implement all steps in its Employment Equity Plan (UBC Reports,
November 14, 1991), including active measures to increase the number of qualified
designated-group members applying for positions at all levels throughout the
University. In particular, the report recommended special efforts be made to
encourage qualified aboriginal people and persons with disabilities to apply for jobs
at UBC.
II. Limits to the Analysis
A. Response Rate. As the result of a follow-up census distributed in December
1992, to over 2,768 faculty and staff who had not yet responded to the census, the
overall response rate to the employment-equity census increased from 65.6% in May
1990, to 75.7% in December 1992. Tables 1 and 2 (pages 4 and 5) show the response
rate to the census from the initial distribution ofthe census in 1990 through 1992
by female and male employees and by Abella group. For a variety of reasons, some
members of designated groups may choose not to complete the employment-equity
census, and therefore, the Office of Employment Equity may never attain a 100%
response to the census. As a consequence, census data may always underrepresent
members of designated groups.
However, the University's Integrated Human Resources Information System
(IHRIS) does report the gender of all UBC faculty and staffs thereby ensuring an
accurate count of one designated group—-women. In this analysis, we rely on IHRIS
data for statistics on the representation of women in the UBC workforce. IHRIS does
not, however, provide statistics on the other three designated groups—aboriginal
people, visible minorities, and persons with disabilities. Thus, for these three groups,
we rely on data provided by the employment-equity census. As noted above, the
response rate to this census currently stands at 75.7%, a figure that may not
accurately represent UBC's complete workforce.
B. Self-Identification. The employment-equity questionnaire provides
respondents with definitions from the Canadian Employment Equity Act of 1986 of
the terms "aboriginal," "visible minority," and "persons with a disability" and asks
them to identify themselves if they believe they are members of one or more of the
designated groups. Obviously, respondents differ in their interpretations of the
definitions ofthe designated groups. Thus, in contrast to IHRIS data, which provides
an extremely accurate count ofthe women in UBC's workforce, in the case ofthe other
designated groups, the employment-equity census not only provides information on
only three-quarters ofthe workforce, but also the information it provides derives from
self-identification that involves an individual's sensitivity to disclosure and his or her
interpretation ofthe 1986 Employment Equity Act definitions of what constitutes a
designated group member. The problems inherent in self-identification must be
acknowledged when we interpret data on aboriginal people, visible minorities, and
persons with disabilities.
C. Snapshot Data. Snapshot comparisons allow us to compare the
representation of designated groups among the UBC workforce at different points in
time. In the September 1992 analysis, we compared the original census data from
May 1990 with snapshots from December 1990 and from December 1991. In the
present report, we compare four snapshots:  May 1990, December 1990, December
1991, and December 1992.
Comparing snapshots over two years at the same point in time allows us to
control for fluctuations in UBC's employee population over the course of the year.
Snapshot data, however, do not reflect hires, promotions, and terminations during
the period of time between snapshots. For example, although two snapshots may
show the same number of employees at December 1991 and at December 1992, the
two snapshots do not describe turnover or tell us the number of individuals who were
hired, promoted, or terminated within that year. Moreover, information derived from
snapshots does not reflect designated-group hiring patterns in seasonal work, such
as gardening or sessional teaching.
Similarly, decreases in representation ofthe three minority designated groups
may reflect both decreases in hirings over time as well as changes in response rates
to the census. That is, a decrease in the representation of designated-group members
may mean, in addition to a decrease in hiring of designated-group members, an
increase among respondents who are not designated-group members. Then, too,
increases in the representation of the three minority designated groups may reflect
both increases in hirings of designated-group members as well as increases in
response rates to the census among designated-group employees.
m. Representation of Women, Aboriginal People, Visible Minorities, and
Persons with Disabilities by Abella Groups in Four Snapshots: May 1990,
December 1990, December 1991, and December 1992 (Tables 3 and 4, page 5)
A. Women. The data reveal that women's overall representation in the UBC
workforce increased steadily from May 1990 to December 1992 (See Table 5, page 6):
May 1990
48.2%
(3,358 women)
December 1990
49.1%
(3,824)
December 1991
49.7%
(3,998)
December 1992
50.3%
(4,098)
In six ofthe Abella categories, the representation of women in December 1992, was
higher than for the previous year. In four of these six Abella categories—Professionals,
Semi-Professionals and Technicians, Service Workers, and Other Manual Workers—
the data show a steady increase in women's representation over two-and-a-half years.
For example, the following figures reveal an increase in women's representation
among Professionals:
May 1990
27.8%
(731 women)
December 1990
31.4%
(970)
December 1991
32.3%
(1,025)
December 1992
33.6%
(1,061)
In contrast to these increases, steady decreases over the period 1990 to 1992
occurred in two Abella groups: Sales Workers and Skilled Crafts and Trades. Neither
Sales Workers nor Skilled Crafts and Trades is a large group of employees—100
employees (Sales Workers) and 151 employees (Skilled Crafts and Trades). Indeed,
overall, women's representation is lowest in Abella groups with the smallest number
of employees: Upper-Level Managers (six employees, 0% women); Foremen/women
(45 employees, 4.4% women); Semi-Skilled Manual Workers (68 employees, 8.8%
women). It follows that hiring a modest number of women into Abella groups with a
small number of employees would increase substantially the representation of
women in these groups.   For example, one woman vice-president would raise the
Continued next page Page 2 Employment Equity ■ July 15,1993
THE  UNIVERSITY  OF  BRITISH  COLUMBIA
ANALYSIS OF UBC'S EMPLOYMENT-EQUITY CENSUS
representation of women among Upper-Level Managers from zero to 17%.
Decreases in women's representation between December 1991 and 1992
occurred in five Abella groups: Middle and Other Managers; Supervisors; Sales
Workers; Skilled Crafts and Trades, and Semi-Skilled Manual Workers. In the first
three of these five groups, women's representation for 1992, although less than in
1991, still comes close to or exceeds 50% ofthe employee population in that Abella
group. For example, despite the percentage decrease of women among Sales Workers,
women continue to represent over half the employees in this group:
May 1990
December 1990
December 1991
December 1992
52.8%
58.3%
57.4%
52.0%
(47 women)
(63)
(54)
(52)
Unfortunately, in the remaining two of the five groups, women's representation is
perilously low.
The steady decrease in Skilled Crafts and Trades and Semi-Skilled Manual
Workers is especially discouraging. Women's representation in Skilled Crafts and
Trades shows an increase at the end of 1990 and, two years later, a subsequent
decrease to its original size:
May 1990
December 1990
December 1991
December 1992
2.7%
3.5%
2.8%
2.7%
(4 women)
(5)
(4)
(4)
It remains troubling that in an Abella group where women's representation is low,
UBC's workforce has changed little in over two years. In addition, the data for Semi-
Skilled Manual Workers suggest a decrease in women's percentage representation
between December 1991 and December 1992:
percentage representation of aboriginal people, though in some cases the actual
number of aboriginal respondents increased:
May 1990 December 1990
Middle and Other Managers
2.0% 2.1%
(9 respondents) (11)
Semi-Professional and Technicians
0.5% 0.9%
(3 respondents) (6)
Clerical Workers
2.3%
2.2%
(23 respondents)
(24)
Service Workers
4.3%
3.5%
(9 respondents)
(9)
December 1991
December 1992
1.5%
1.6%
(8)
(10)
0.5%
0.5%
(3)
(4)
1.7%
1.7%
(18)
(21)
3.2%
3.2%
(8)
(11)
None of these groups shows a constant decrease over two-and-a-half years.
Indeed, in three of the four instances where the representation of aboriginal people
has decreased, the data show an initial drop in representation between December
1990 and 1991, followed by the same percentage representation in December 1991
and 1992. Moreover, in Middle and Other Managers, the December 1991 and 1992
data indicate a slight increase in percentage representation.
C. Visible Minorities. The data suggest the overall representation of visible
minorities in the UBC workforce has increased steadily from May 1990, to December
1992  (See Table 5):
May 1990
December 1990
December 1991
Decemb
er 1992
Mav 1990
Decembe
r 1990
December 1991
Decembe
r 1992
12.5%
11.9%
14.9%
8.8%
18.2%
19.2%
19.9%
20.3%
(5 women)
(5)
(7)
(6)
(831 respondents)
(1,005)
(1,012)
(1.252)
Despite these data, the situation in Skilled Crafts and Trades and Semi-Skilled
Manual Workers could be turned around by hiring a modest number of women.
B. Aboriginal People. The data suggest the overall representation of aboriginal
people in the UBC workforce has remained roughly constant over the past two-and-
a-half years, despite increases in employee population and response rates (See Table 5):
May 1990
1.5%
(65 respondents)
December 1990
1.5%
(75)
December 1991
1.3%.
(63)
December 1992
1.4%
(85)
Because the overall response rate to the census increased from 63.3% in
December 1991, to 75.7 % in December 1992, the fact that the representation of
aboriginal people in UBC's workforce has remained fairly constant is encouraging.
That the number of respondents to the census has increased overall, while the
percentage of aboriginal people remains the same, suggests that UBC may be hiring
aboriginal people at a rate that ensures the replacement of any aboriginal employee
who leaves the University. Another possible explanation for the stability of
representation of aboriginal people in UBC's workforce maybe that aboriginal people
responded to the follow-up census similarly to individuals who were not members of
designated groups.
In the past year, there was no decrease in aboriginal representation in any
Abella group. In addition, the data show that between December 1991 and 1992,
aboriginal representation either remained constant or increased in eight Abella
categories. The representation of aboriginal people either shows a steady increase or
remains the same since May 1990, in four Abella groups: Professionals; Supervisors;
Semi-Skilled Manual Workers; and Other Manual Workers. In the case of Semi-
Skilled Manual Workers, there were no aboriginal people in either of the snapshots
through December 1991, however, aboriginal people represented 3.3% of the
employee base for this group in December 1992:
May 1990
December 1990
December 1991
December 1992
0.0%
0.0%
0.0%
3.3%
(1 respondent)
Steady increases of aboriginal people occur in Supervisors and Other Manual
Workers. Among Supervisors, the representation of aboriginal people increases
appreciably:
May 1990
1.0%
(1 respondent)
December 1990
0.8%
(1)
December 1991
1.6%
(2)
December 1992
3.4%
(5)
Similarly in Other Manual Workers, aboriginal people make gains:
May 1990 December 1990
1.6% 1.4%
(3 respondents) (3)
December 1991
1.5%
(3)
December 1992
2.9%
(6)
The representation of aboriginal people in Professionals remained constant at
1.1% in each snapshot since May 1990. The stability of this proportion is encouraging
because not only did the actual number of faculty and staff in this group increase from
3,096 in December 1990, to 3,222 in December 1992, but also the response rate for
Professionals increased dramatically, from 66.5% in December 1990, to 77.8% in
1992. Thus, even though the number of employees in this group increased, the
representation of aboriginal people has remained constant relative to the increase.
Unfortunately, aboriginal people are not represented in four Abella groups
each of which is small: Upper-Level Managers (6 employees); Foremen/women (45);
Sales Workers (100), and Skilled Crafts and Trades (151). Furthermore, over the
period of May 1990 to December 1992, four Abella groups show decreases in the
The data further suggest that the representation of members of visible
minorities increased steadily from May 1990 to December 1992, in six Abella groups:
Middle and Other Managers; Professionals; Supervisors: Foremen/women; Semi-
Skilled Manual Workers, and Other Manual Workers. The largest percentage
increase occurs in Semi-Skilled Manual Workers:
May 1990
6.3%
(1 respondent)
December 1990
11.2%
(2)
December 1991
12.5%
(2)
December 1992
16.2%
(5)
The response rate for Semi-Skilled Manual Workers shows a fairly dramatic
fluctuation: 40.0%inMay 1990; 42.9% inDecember 1990; 34.0% in December 1991,
and 45.6% in December 1992. Nonetheless, the response rate for December 1992,
although considerably higher than in 1991, remains close to the 1990 figure. Even
with this similarity in response rate, the representation of visible minorities among
Semi- Skilled Manual Workers shows a gradual increase, and the representation in
December 1992, is considerably more than that shown in the comparable 1990
data.
Large increases in the representation of members of visible minorities also
occur among three other Abella groups:
May 1990 December 1990 December 1991 December 1992
Middle and Other Managers
4.7% 5.8% 5.8% 7.3%
(22 respondents) (31) (32) (46)
Professionals
12.0% 13.0%
(205 respondents) (266)
Foremen /women
9.1% 12.5%
(3 respondents) (4)
13.9%
(279)
14.3%
(5)
14.5%
(361)
16.7%
(6)
Similarly, between December 1991 and December 1992, the representation
of visible minorities increased in seven groups: Middle and Other Managers;
Professionals; Supervisors; Foremen/women; Sales Workers; Semi-Skilled Manual
Workers, and Other Manual Workers. Among these changes,.the largest percentage
increase occurs in Sales Workers (25.9% in December 1991, to 32.5% in December
1992). This increase from 16 to 25 visible-minority respondents among Sales
Workers was accompanied by a dramatic jump in response rate between December
1991 (66%), and December 1992 (77%). Thus, either UBC hired several members
of visible minorities during this period or visible minorities constituted a large
proportion of Sales Workers who responded to the follow-up survey in December
1992.
In contrast to increases, decreases in the representation of visible minorities
over the two-and-a-half-year period occur in only two Abella groups: Upper-Level
Managers and Service Workers. In the case of Upper-Level managers—a small group
of six employees—we know that the fluctuation in representation resulted from a
newly-appointed staff member's delay in responding to the employment-equity
census. Similarly, in the case of Service Workers, the decrease in percentage
representation was minimal and was accompanied by both a large increase in
response rate and an increase in the number of Service Workers who self-identified
as visible minorities:
May 1990
December 1990
December 1991
December 1992
36.2%
33.8%
33.6%
32.5%
(77 respondents)
(88)
(85)
(112)
Continued next page Employment Equity July 15,1993 Page 3
 THE  UNIVERSITY  OF  BRITISH  COLUMBIA	
ANALYSIS OF UBC'S EMPLOYMENT-EQUITY CENSUS
The increase in response rate (41.9% in May 1990, to 52.2% in December 1992) may
reflect both a decrease in the proportion of visible minorities who chose to self-identify
as members of this designated group and an increase in the proportion of respondents
who were not members of visible minorities. Despite this drop in percentage
representation, members of visible minorities among Service Workers continue to
represent over 30% of this employee group.
Between December 1991 and 1992, five Abella groups showed a decrease in
visible minority representation: Upper-Level Managers; Semi-Professionals and
Technicians; Clerical Workers; Service Workers, and Skilled Crafts and Trades.
Although these groups show a decrease in percentage representation, nevertheless,
the 1992 data compares favorably with December 1990 data. For example, in
December 1990, visible minorities self-identified less among Semi-Professionals and
Technicians than they did in December 1991, but about the same as they reported
in December 1992:
May 1990
25.4%
(167 respondents)
December 1990
28.3%
(211)
December 1991
29.1%
(202)
December 1992
28.4%
(246)
If we also consider fluctuations in response rate for this group from 1990 to 1992
(62.8% in May 1990; 65% in December 1990; 58.9% in December 1991, and 74.2%
in December 1992) and the increase in number of census respondents among Semi-
Professionals and Technicians, the apparent decrease in representation between the
1991 and 1992 snapshots is no longer troublesome.
Similarly, among Clerical Workers, the percentage representation of visible
minorities took a small drop in the year between December 1991 and December 1992,
but remained higher than its initial starting point in May 1990:
May 1990
24.2%
(248 respondents)
December 1990
25.9%
(286)
December 1991
27.7%
(295)
December 1992
27.2%
(341)
At the same time, the number of census respondents who identified themselves as
visible minorities has increased. Finally, there was a rise and fall in representation
of visible minorities among Skilled Crafts and Trades and a subsequent return in
December 1992 to the original figure from May 1990:
May 1990
13.0%
(8 respondents)
December 1990
13.0%
(8)
December 1991
15.6%
(9)
December 1992
13.0%
(11)
D. Persons with Disabilities. The data suggest an overall decrease in the
representation in the UBC workforce from May 1990 to December 1992, of persons
who self-identified as having a disability that limits their work opportunities (See
Table 5):
May 1990
December 1990
December 1991
December 1992
4.3%
3.9%
3.8%
3.1%
(194 respondents)
(200)
(189)
(190)
Even given the significant fluctuations in response rate over this period of two-and-
a-half years, these data are disappointing.
Over the period covered by the four snapshots of UBC's workforce, the
percentage representation of persons with disabilities decreased in every Abella group
in which persons with disabilities were represented with the exception of Semi-Skilled
Manual Workers. This result applies whether we compare the December 1992 data
with the December 1991 data or the May 1990 original census data. Although one
disabled person was represented among Sales Workers in May 1990, December 1990
and 1991, there was no disabled employee in this group in December 1992.
One ofthe more significant decreases in representation of employees who self-
identify as having a disability occurs in Skilled Crafts and Trades:
May 1990
December 1990
December 1991
December 1992
11.3%
9.7%
10.4%
4.8%
(7 respondents)
(6)
(6)
(4)
This is an overall decrease of over 50% or 4.9 percentage points. With census data
on small groups of employees, such as Skilled Crafts and Trades, changes in
representation reflect a difference of only a few individuals, and therefore, we should
consider them in light of the actual number of employees. The total number of
respondents in this group is 62 employees in December 1990, of whom six self-
identify as having a disability. By comparison, in December 1991, six out of 58
respondents report having a disability, and in December 1992, four out of 85
employees report having a disability. Accordingly, the seemingly significant decrease
over two-and-a-half years results from a simultaneous decrease of two disabled
respondents (from six to four) and an increase in the number of respondents for this
group (from 62 to 85).
In contrast to the data showing decreases in the representation of persons with
disabilities, the data reveal one Abella category—Semi-Skilled Manual Workers—with
an increase in the percentage of census respondents who self-identify as having a
disability. Even with the fluctuating response rate for this Abella group (40% in May
1990, 42.9% in December 1990, 34% in December 1991, and 45.6% in December
1992) and the relatively small number of employees (68 in December 1992), it is
encouraging to see any increase in percentage representation for this designated
group. Comparing the December 1991 and December 1992 snapshots, the data
suggest the same result as for the longer-term analysis: the percentage representation
of persons with disabilities in the UBC workforce increases in only one Abella
category—Semi-Skilled Manual Workers:
May 1990
December 1990
December 1991
December 1992
6.3%
5.6%
6.3%
6.5%
(1 respondent)
(1)
(1)
(2)
Yet this increase in the percentage representation of Semi-Skilled Manual Workers
reflects an actual increase of one census respondent. In addition to Semi-Skilled
Manual Workers, several other Abella groups also show small increases over the
period of two-and-a half years in the actual number of employees who report having
a disability: Middle and Other Managers, two respondents; Semi-Professionals and
Technicians, two respondents; Supervisors, one respondent, and Service Workers,
one respondent.
The decrease in the representation of persons with disabilities in UBC's
workforce leads to the possible conclusion that the University is not hiring enough
disabled persons. In addition, there are several other possible explanations: First,
employees may be less likely to view themselves as disabled as the result of recent
employment-equity initiatives and technical aides. Second, recently employed
faculty and staff may be less inclined to identify themselves as disabled compared
with respondents to the initial census who may have felt secure in their positions,
having been employed at UBC for several years. Third, disability is confounded with
age, and therefore, both early and on-time retirements may produce a decreasing
proportion of employees who self-identify as having disabilities.
Given the figures on disability from the employment-equity census, there can
be no doubt that UBC must increase the number of qualified persons with disabilities
in the UBC workforce if it is to meet its employment-equity hiring goals, but in most
cases the number of disabled employees required to meet UBC's employment-equity
hiring goals is small. For example, in Foremen/women, only one employee self-
identified as a person with a disability out of a total number of 36 respondents in
December 1992. By hiring a single qualified disabled employee into this group, the
percentage representation of persons with disabilities would increase from 2.8% to
5.6%.
IV.  Employment-Equity Hiring Goals
A. Facultv Women. The first recommendation ofthe May 1991 Employment
Equity Report was that the University hire women to fill at least 35% of vacant tenure-
track faculty positions. During the 1992/93 academic year, women were appointed
to 36% (27 out of 75) of new tenure-track appointments. Thus, UBC met its goal for
faculty women. In addition, PACEE recommended that the 35% overall figure be
adjusted for individual faculties and departments according to their respective
applicant pools. All deans now have submitted employment-equity hiring plans to
Vice-President Daniel R. Birch, and the Office of Employment Equity has produced
a summary report of these hiring plans (November 30. 1992).
The second part of PACEE's recommendation on faculty women urged the
University to devise means to attract and retain the best-qualified faculty women.
Women's representation among tenure-track faculty increased from 17.9% in 1990/
91 to 20.2% for the 1992/93 year. Similarly, in all faculty ranks, both tenured and
non-tenured, women's participation rose from 19.1%in 1990/91 to21.1%in 1992/
93.
B. Staff Designated-Group Members. The second recommendation of the May
1991 report set specific numerical goals to hire designated-group members for staff
positions, thereby correcting UBC's shortfall from qualified external labour pools.
These goals, set in May 1991, were calculated using the initial UBC employment-
equity census data of May 1990. To monitor UBC's progress in achieving its hiring
goals, we compare the May 1990 census data with the December 1992 census data.
1. Adjusted Hiring Goals. Since May 1990, the number of employees
in each of the twelve Abella groups has fluctuated, and in most instances, the
employee population has increased. In only one Abella group—Other Manual
Workers—the UBC employee population has decreased, whereas overall, the total
number of employees at UBC has increased 16.8% from 6,974 in May 1990, to 8,146
in December 1992.
Accordingly, to determine UBC's progress toward achieving goals set two-and-
a-half years ago, we must adjust these goals to reflect the increase in size of the
present workforce. Table 6 (page 6) shows the percentage change in UBC's workforce
by Abella group between May 1990 and December 1992. Forexample, for Supervisors,
the number of employees increased from 137 in May 1990 data to 174 in December
1992. Table 7 (page 6) reports this increase among Supervisors as 27%. The original
hiring goal for Supervisors was set at two persons with disabilities. Because the
employee base for Supervisors increased by 27% between May 1990 and December
1992, the original hiring goal of two persons with disabilities becomes 2.54 or three
persons with disabilities.
2. Progress toward Goals. Table 7 reveals that UBC has met or is on its
way to meeting its hiring goals in six of the nine Abella groups for which it originally
set goals. On the one hand, among Professionals, UBC has met and comfortably
exceeded its adjusted hiring goal of 57 women with a net increase of 127 women
betweenMay 1990 and December 1992. Moreover, UBC has partially met its adjusted
hiring goal of three aboriginal people for this Abella group with a net increase of one
aboriginal person. Similarly, among Supervisors, UBC is on its way to meeting its
adjusted goal of three persons with disabilities. UBC has a net increase of one
disabled person in this group between May 1990 and December 1992.
In addition, the University has partially met its goals for Foremen/women.
UBC's adjusted goals for Foremen/women were to hire three women, three visible
minorities, and one person with a disability. Since May 1990. UBC has a net increase
of three visible-minority Foremen/women. Unfortunately, it appears that rather than
hiring three women, the group lost one woman employee. Furthermore, between May
1990 and December 1992, no individual who self-identified as having a disability
appeared in this group. Moreover, the adjusted hiring goal for Service Workers
requires UBC to hire ten persons with disabilities. The May 1990 and the December
1992 census show a net increase of only one additional person in this group who self-
identified as having a disability.
Even with the adjustment for growth among Semi-Skilled Manual Workers,
UBC has come close to meeting all of its original hiring goals for this Abella group. The
Continued next page Page 4 Employment Equity'July 15,1993
THE  UNIVERSITY  OF  BRITISH  COLUMBIA
ANALYSIS OF UBC'S EMPLOYMENT-EQUITY CENSUS
adjusted goals require UBC to hire two women, two aboriginal people, three visible
minorities, and two persons with disabilities. The data suggest that in the period
following the setting of hiring goals, UBC's net increase included one woman, and in
addition, at least one aboriginal person, four visible minorities, and one person with
a disability. Finally, among Other Manual Workers, the data suggest UBC is close to
achieving its hiring goals. The goal required the hiring of five qualified aboriginal
persons. The data suggest that, since 1990, three aboriginal persons have self-
identified in this Abella group.
On the other hand, UBC has not met its goal to hire a woman into Upper-Level
Managers. Because senior faculty often move into Upper-Level Manager positions,
the recent Wring and promotion of several senior women with exceptional qualifications
as well as the appointment of four women to deanships lead us to expect that the
University soon may achieve this hiring goal. Moreover, we are encouraged by the
recent appointment of the first woman associate vice-president.
The University also has met none of its hiring goals for Sales Workers, even
though the number of employees in Sales Workers has increased between May 1990
and December 1992. Furthermore, the data suggest UBC's position even may be
worsening. The hiring goals for Sales Workers require UBC to hire one aboriginal
person and three persons with disabilities. Not only has no person self-identified as
aboriginal in this group, but also the number who self-identified as having disabilities
in this Abella group has decreased. Finally, UBC failed to approach either of its hiring
goals for Skilled Crafts and Trades. The hiring goals require UBC to hire three women
and two aboriginal people. The data show that neither women nor aboriginal people
were hired into Skilled Crafts and Trades positions.
V. Comparison of the UBC Workforce with the Workforce of other Canadian
Universities and Federally-Regulated Employers
To understand better both the representation of designated groups in UBC's
workforce and the University's progress toward achieving its hiring goals, we compare
UBC's employment-equity data with information from Canadian universities, which,
like UBC, set hiring goals for members ofthe groups designated under the Employment
Equity Act of 1986. In addition to data on universities, we compare UBC's census
information with data on the representation of designated groups in the workforces
of federally-regulated Canadian employers.
A. Other Canadian Universities. Table 8 (page 7) compares the overall
representation of designated groups at UBC with five other universities: Dalhousie,
Simon Fraser, Alberta, Toronto, and York. UBC compares particularly well in the
representation of aboriginal people and visible minorities: The overall representation
of these two designated groups is higher at UBC than at any of the five other
universities. In addition, UBC's representation of women employees stands between
representation data from the other five universities: higher than Simon Fraser's and
Toronto's, but lower than Dalhousie's, Alberta's, and York's.
Unlike UBC's data on women, aboriginal people, and visible minorities, data
on the representation of persons with disabilities at UBC shows a decrease over the
period of two-and-a-half years. Table 8 suggests other Canadian universities also
have experienced an overall decrease in the representation of this designated group.
On the one hand, UBC resembles Dalhousie, Simon Fraser, and Alberta in overall
representation of employees with disabilities. In 1991, persons who identified
themselves as having a disability that limited their work opportunities comprised
3.8% of UBC's respondents to the census compared with 3.5% at Dalhousie. 3.5 %
at Alberta, and 2.7% at Simon Fraser. On the other hand, UBC's level of representation
for persons with disabilities is approximately a full percentage point lower than that
of either Toronto or York.
B. Federally-Regulated Employers. The Annual Employment Equity Act
Report (Employment & Immigration Canada, 1992) provides five years of data on an
estimated 620,000 employees working for 353 federally-regulated employers in three
main industrial sectors—banking, transportation, and communications. Table 9
(page 7) compares the representation of designated groups al UBC with the
representation of these groups among other Canadian employers. In this comparison,
UBC fares well. The University's representation for each designated group is higher
than corresponding figures from federally-regulated employers. For example, in
1991, women represented 49.7% of UBC's workforce, but only 44.1 % ofthe workforce
of other employers. Furthermore, in the 1992 UBC census, women represented
50.3% of faculty and staff. Similarly UBC's census data reveals a higher representation
of aboriginal people, visible minorities, and persons with disabilities. UBC's overall
data on the representation of visible minorities is particularly impressive when
compared to that of other large Canadian employers: in 1991, 19.9% of UBC's
workforce self-identified as visible minorities, whereas only 7.5% ofthe workforce of
federally-regulated employers self-identified as members of visible minorities.
VI.  Conclusion and Recommendations
This analysis of UBC's progress toward its 1991 hiring goals shows that the
University has achieved its goal to hire women to fill at least 35% of vacant tenure-
track faculty positions. As well, the University achieved its goal to hire visible
minorities into non-academic positions. Moreover, UBC's 1992 workforce figures
reveal that the overall representation of women has increased, while the representation
of aboriginal people has held steady. However, the University did not achieve the
majority of its goals to hire women, aboriginal people, and persons with disabilities
into non-academic positions. And finally, the representation of faculty and staff who
self-identify as having a disability that limits their work opportunities has decreased
dramatically over two-and-a-half years.
Not only has UBC failed to meet all of its 1991 hiring goals, but also these goals
will soon be out-of-date. Hiring goals set in 1991 reflect Statistics Canada data on
the 1986 labour force. Revisions to Statistics Canada data will require UBC to revise
its hiring goals in order to make its workforce representative of the pool of potential
candidates with appropriate qualifications. Therefore, UBC's December 1992
employment-equity census data brings the President's Advisory Committee on
Employment Equity (PACEE) to the same conclusion as that contained in the
September 1992 report: At a minimum, the University must continue to add
qualified members of designated groups to its faculty and staff, in accordance
with the employment-equity hiring goals set in May 1991. In particular, PACEE
recommends that UBC continue to concentrate its efforts on recruiting
qualified women, aboriginal people, and persons with disabilities into candidate
pools, prior to selecting the best-qualified person for the job.
The current freeze on hiring means there will be few opportunities in the near
future to recruit women and minority candidates from outside the UBC workforce.
Nonetheless, the University can continue to focus its employment-equity strategies
on the creation of a supportive work environment for members of the designated
groups. For example, the University has established a Disabled Employee Assistance
Fund to accommodate faculty and staff who experience accidents or deteriorating
health conditions over the course of their careers at UBC. This current analysis of
the UBC's workforce over two-and-a-half years makes it clear that efforts such as the
Disabled Employee Assistance Fund to provide employees with disabilities adaptive
supplies and equipment are essential if UBC is to reverse the downward trend of
representation of members of this designated group. Therefore, PACEE recommends
that the University continue to support the Disabled Employee Assistance
Fund.
The September 1992 report also recommended that the University provide
faculty and staff involved in personnel decisions with training in human rights
practice as well as gender, cultural, and disability issues. Since January 1993, the
Managerial and Other Skills Training Program (MOST) has been offering information
and awareness training sessions for supervisory and managerial staff, as well as
providing career development opportunities for all employees. Additionally, the Office
of Employment Equity produced a guide. Promoting Equity in Employment, and
distributed it in February 1993. to all deans, heads, and directors. Recognizing the
importance of training and development initiatives to support the successful
integration of designated-group members at all levels throughout the University,
PACEE recommends the University continue to train academic and non-
academic managers and supervisors to comply with human rights legislation,
reduce bias, and promote equity in employment practices.
Another recommendation, which is every bit as relevant now as it was one year ago,
is the provision of career advancement opportunities for members of designated
groups employed at UBC. Given the current context of financial reductions, PACEE
strongly recommends that the University consider its employment-equity goals when
contemplating reorganizations in staff, programs, and services.
Table 1
Upper-Level Managers
Middle and other Managers
Professionals
Semi-Professionals & Technicians
Supervisors
Foremen/women
Clerical Workers
Sales Workers
Service Workers
Skilled Crafts & Trades
Semi-Skilled Manual Workers
Other Manual Workers
TOTAL
UBC Employment-Equity Census
Response Rates By Gender
% May
Female
0.0
1990
Male
100.0
% December 1990
% December 1991
% December 1992
Female        Male
0.0           100.0
Female        Male
Female        Male
0.0           83.4
0.0           100.0
86.0
80.3
87.9             81.0
84.0            80.0
91.2             88.1
78.6
60.3
75.9              62.3
70.4            60.1
82.8              74.6
64.9
61.0
68.4              61.8
61.9            57.2
76.6              71.8
78.2
63.0
80.4               70.0
78.6            71.5
87.5              83.4
100.0
77.0
100.0               77.0
100.0            71.8
100.0              79.1
75.8
61.6
77.2               63.7
71.8            60.4
83.7              69.8
85.2
71.5
65.1               68.9
72.3            57.5
78.9               75.0
45.4
37.8
50.5               41.9
44.3            36.9
55.1               48.2
50.0
41.7
40.0              42.9
25.0            41.7
75.0              55.8
40.0
40.0
60.0               40.6
28.6            35.0
83.4              42.0
57.8
I
49.8
62.1              51.7
63.1            50.0
71.5              52.5
72.4
I
59.5
73.6             61.2
68.5           58.6
80.0            71.3 Policies and Procedures • July 15,1993 Page 1
THE  UNIVERSITY  OF  BRITISH  COLUMBIA
UBC POLICIES AND PROCEDURES
DRAFT POLICY
DONATIONS
RESPONSIBLE VICE PRESIDENT
Vice President Academic & Provost
Vice President Administration & Finance
Vice President External Affairs
POLICY
The University of British Columbia Is a registered charity, and the recipient of a variety of donations
from living persons and by Will. It is the policy of the University to ensure a strong base of ongoing
financial support to the University by soliciting donations from a wide range of sources.
The UBC Development Office provides central fund-raising support to assist the University in
achieving its optimal longterm development and fund-raising goals. The Development Office is also
responsible for issuing charitable tax receipts for all charitable gifts received by the University, in
compliance with the requirements of the Income Tax Act, and in accordance with the procedures
established by the University.
The University may elect to accept or decline a gift. The University generally accepts charitable gifts
in the form of cash or cheque, gifts-in-kind, or special deferred gifts. Ownership of all gifts vests in the
University, whether they be for the benefit ofthe University generally or for some specific purpose in
it.
PROCEDURE SUMMARY
I. DONATIONS PROCEDURES FOR GIFTS (CASH AND
CHEQUES)
Purpose of Procedures
To ensure that informed decisions are made on the acceptance of cash gifts and that such gifts are
receipted in accordance with the requirements of the Income Tax Act.
Definitions
A gift is a voluntary transfer of property without consideration.
Conditions of Gift Acceptance
• The University is a registered charity and it solicits and receives gifts from a wide range of sources.
• A gift is made in any circumstance where all of the conditions listed below are satisfied:
a.Some property - usually cash - is transferred by a donor to the University.
b.The transfer is voluntary.
c.The transfer is made without expectation of return. No consideration - no benefit of any kind
■ - to the donor or to anyone designated by the donor, may result from the payment.
• General rules and exceptions (such as tickets to fundraising events; contribution of services)
related to deductible gifts and official receipts are contained in Revenue Canada's Interpretation
Bulletin 110R2 dated May 14, 1986. (Copies available from the Development Office - Planned Giving
Unit).
• When a gift is received from a donor, it is the responsibility ofthe recipient to determine whether
or not the gift qualifies as a donation under the Revenue Canada definition, or whether the gift should
be sent to Financial Services for processing as a non-donation receipt. If in doubt, the recipient should
contact The Development Office-Planned Giving Unit for assistance.
• When a cash or cheque which qualifies as a donation is received. it should be sent. with a completed
Donation Remittance Form, to Donations Processing.
Who May Accept Gifts (Cash And Cheques):
• Nothing should be done which might be construed as an acceptance of a gift until the decision
to accept has been made.
• The President must approve:
a. any gift which. In the opinion ofthe Vice President responsible for the area which will benefit
from the gift, exposes the University to an uncertain and potentially significant liability;
b.any gift which, In the opinion ofthe Vice President responsible for the area which will benefit
from the gift, Is precedent-setting or Involves sensitive Issues.
•Decisions regarding acceptance of all gifts of a value up to $ 100,000 are made by the Development
Office, in consultation with the Dean, Department Head, Director ofthe area ofthe University that will
benefit from the gift, or Director of Research Services in the case of unsolicited research grant donations.
• Persons authorized on behalf of the University to accept gifts that are valued from $100,000 to
$500,000 are:
The President
OR:
The Vice President responsible for the area to benefit from the gift
AND ONE OF:
Any other Vice President
An Associate Vice President
The Director of the Development Office
The Dean or Director whose area will benefit from the gift
The Manager, Planned Giving
• The President must approve any gift of a value over $500,000.
• A report on all gifts accepted on behalf of the University will be prepared on a regular basis for the
Board ofGovernors by the Development Office.
II. DONATIONS PROCEDURES FOR GDTTS-IN-KIND
Purpose Of Procedures
To ensure that informed and timely decisions are made on whether to accept or decline gifts; and
if such gifts are accepted, to ensure they are valued and receipted in accordance with the requirements
of the Income Tax Act. To provide for the administration of gifts.
Definitions
A gift-in-kind is a donation in any form other than cash or cheque and normally requires valuation
for tax receipt purposes.
Conditions Of Acceptance
• In considering a gift the University must first agree to accept the terms and conditions, including
associated costs, upon which the gift has been offered.
• The gift should be such that it can be retained as a University asset and used in connection with
University activities, with discretion as to its use and management, or disposed of for cash or cash
equivalent.
• Where the donor has requested conditions be placed on the donation such as restrictions on sale,
leasebacks, life interests, life estates or in situations where the asset is difficult to appraise, the
Development Office will be consulted. Where, in the opinion ofthe Development Office, in consultation
with the Vice President responsible for the area which will benefit from the gift, the acceptance of the
gift would prove administratively difficult or not in the University's best interest, the Development Office
may request that the terms of the gift be revised or recommend that the offer to gift be declined.
• The University considers potential liabilities, including environmental issues, that may arise from
the acceptance of a particular gift-in-kind.
• Receipts for gifts involving the expertise and management responsibility of the Department of
THE UNIVERSITY OF BRITISH COLUMBIA
July 16, 1993
Dear Colleagues:
The World of Opportunity Fund-Raising Campaign will come to a
close in November of this year, and at that time, there will be more
opportunity for fund-raising at the Faculty level. Our experience over
the campaign has taught us many ofthe fundamentals and fine points,
and it is my hope to pass on procedures which will keep momentum
going.
The draft policy and procedures on Donations will help us to ensure
that:
•informed decisions are made on the acceptance of gifts;
•gifts are evaluated and receipted In accordance with
requirements of the Income Tax Act;
•we have guidelines for those instances when UBC Is abeneflclary
in a Will;
•we confirm requests by donors for anonymity, notingdisclosures
that apply In these Instances.
Your comments and suggestions are welcome. Please write to Libby
Nason, Vice Provost.
Yours sincerely,
David W. Strangway
President
Financial Services, such as real property, royalty agreements and securities, will be issued by the
Development Office in consultation with the Department of Financial Services.
• Receipts for gifts involving the expertise and management responsiblity ofthe Office of Research
Services and Industry Liaison, such as patents, licences and other forms of intellectual property, will
be issued by the Development Office in consultation with the Office of Research Services and Industry
Liaison.
• The Development Office will request advice from the University's Risk and Insurance Manager
regarding any insurance issues that acceptance may entail.
Appraisal Guidelines
Revenue Canada requires satisfactory evidence of fair market value ofthe gift. Although the term
"fair market value" is not defined in the Income Tax Act. the generally accepted meaning is the price
the property would bring in an open market transaction between a willing buyer and a willing seller,
acting independently of each other, and each having full knowledge ofthe facts. An arm's length sale
and purchase ofthe property, at or near the effective date of valuation, is normally considered the best
proof of value at the time.
Gifts valued at less than $1,000:
Revenue Canada will accept the appraisal of a University staff member provided the staff member
is knowledgeable in the field of the gift and qualified to appraise the gift for its fair market value.
Gifts valued over $ 1.000:
Generally, gifts valued over $ 1,000 must be appraised by an independent appraiser. When finding
an appraiser is difficult or expensive. Revenue Canada will accept the appraisal of a qualified University
staff member knowledgeable in the field ofthe gift. The Development Office may seek a second appraisal
on gifts of high value or of a complicated nature.
• Where necessary, the Development Office will seek assistance from a tax or valuation specialist
in fixing value for receipt purposes.
• Detailed Revenue Canada guidelines and/or the Canadian Association of University Business
Officers (CAUBO) Income Tax Guide will be considered for unique gifts or for clarification regarding
receipting.
• The Development Office, in consultation with Financial Services and tax advisors, will be
responsible for deterrnining the fair market value of any interest in a gift to the University which is
retained by the donor as in a leaseback or life-interest. This value must be deducted from the appraised
value of the gift in order to determine the amount that is receiptable.
• The cost of appraisals will normally be borne by the faculty or department that will ultimately
benefit from the gift. However, in certain cases, such as where the gift is difficult and expensive to
appraise, the donor may be asked to absorb the cost.
• In situations where the gift is not of direct benefit to a particular faculty or department, the
Development Office will be responsible for arranging an appraisal.
Who May Accept Gifts-In-Kind
• Nothing should be done which might be construed as an acceptance of a gift until the decision
to accept has been made.
• The President must approve:
a. any gift which, in the opinion ofthe Vice President responsible for the area which will benefit
from the gift, exposes the University to an uncertain and potentially significant liability;
b.any gift which, in the opinion ofthe Vice President responsible for the area which will benefit
from the gift, is precedent-setting or involves sensitive issues.
• Decisions regarding acceptance of all gifts of a value under $ 100,000 are made by the Development
Office, in consultation with the Dean, Department Head or Director ofthe area ofthe University that
will benefit from the gift.
• Persons authorized, on behalf of the University, to accept gifts that are valued from $100,000 to
$500,000 are:
The President
OR:
The Vice President responsible for the area to benefit from the gift
AND ONE OF:
Any other Vice President
An Associate Vice President Page 2 Policies and Procedures - July 15,1993
THE  UNIVERSITY  OF  BRITISH  COLUMBIA
UBC POLICIES AND PROCEDURES
The Director ofthe Development Office
The Dean or Director whose area will benefit from the gift
The Manager, Planned Giving
• The President must approve any gift of a value over $500,000.
• A report on all gifts accepted on behalf of the University will be prepared on a regular basis for the
Board ofGovernors by the Development Office.
Adminstration And/Or Disposition Of A Gift-In-Kind
Administration of a gift generally resides with the faculty or department that will benefit from the
gift. Costs of administration are normally paid from the operating or other budget of that faculty or
department. If a gift is sold, any outstanding administrative costs will be recovered from the sale
proceeds.
Gifts that are directed to the University as a whole will be initially administered through the
Development Office in consultation with the Vice President responsible for the area or function to benefit
from the gift.
Special Case — Certified Canadian Cultural Property
The donation of Canadian Cultural Property is a unique process and subject to particular Revenue
Canada guidelines.
To qualify for the special tax status, a gift of Canadian Cultural Property must be made to a
designated recipient. At UBC, only the Library - Special Collections Division, the Fine Arts Gallery and
the Museum of Anthropology are such designated recipients.
UBC applies on behalf of the donor to the Canadian Cultural Export Review Board to have the gift
certified as Canadian Cultural Property. The Review board, pursuant to their own guidelines,
determines the appraised value which the University must use for tax receipt purposes.
While only certain departments may receive Canadian Cultural Property for special tax treatment.
no department is precluded from accepting a gift eligible for regular tax receipting that might otherwise
have qualified as Canadian Cultural Property.
m.  DONATIONS PROCEDURES:  ESTATES
Purpose Of Procedures
To establish guidelines for those instances when the University is the beneficiary in a Will, or is
appointed executor of a Will, or the trustee of assets.
Procedures
In all cases, the University is notified when the executor applies for a Grant of Letters Probate. In
many cases such notification may be addressed to the University's President or Secretary or to the
Development Office. Regardless of the addressee, all notifications and correspondence regarding
estates are processed as follows:
• All letters, copies ofWills and probate documents are forwarded to the University's Planned Giving
Unit in the Development Office.
• The Planned Giving Unit reviews the terms of the WHL If the terms of the Will are complex, or if
issues relating to social, environmental or other sensitive matters arise, the Planned Giving Unit may
consult with legal counsel and initiate the necessary action to resolve any concerns. The Manager of
Planned Giving will make recommendations on the acceptance of a bequest to the persons authorized
to accept bequests.
Who May Accept Bequests And Appointments
• Nothing should be done which might be construed as an acceptance of a bequest or an
appointment until the decision to accept has been made.
• The President must approve:
a. any bequest or appointment which, in the opinion of the Vice I?resident responsible for the
area which will benefit from the gift, exposes the University to an uncertain and potentially significant
liability;
b.any bequest or appointment which in the opinion ofthe Vice President responsible for the
area which will benefit from the gift is precedent setting or involves sensitive issues.
• The Manager of Planned Giving has the authority to accept bequests where the value is less than
$100,000.
• Persons authorized, to accept bequests that are valued from $ 100,000 to $500,000, and to accept
appointments of the UBC estate administrator as trustee or executor on behalf of the University are:
The President
OR:
The Vice President responsible for the area to benefit from the gift
AND ONE OF:
Any other Vice President
An Associate Vice President
The Director of the Development Office
The Dean or Director whose area will benefit from the gift
The Manager, Planned Giving
• The President must approve the acceptance of any bequest of a value in excess of $500,000.
• The University, as beneficiary of an estate, may attempt, through legal application to the courts,
to transfer a gift to the UBC Foundation or other entity for administration, to take advantage ofthe
broader invest ment power available under the University Foundations Act or for other reasons. Subject
to the terms of the Will, the decision to make such application is at the discretion of the persons
authorized to accept bequests of a value in excess of $ 100,000.
• The executor of the Will normally requires the University to issue an official Income Tax receipt
and provide a discharge to the executor, should the University decide to accept the bequest.
• The value ofthe receipt is determined by the fair market value ofthe bequest at the date of death.
If there is an intervening life interest or other condition delaying the actual receipt of the bequest, fair
market value is determined on a discounted basis.
• Upon approval to accept a bequest, all documentation is forwarded by the Development Office to
the University's Financial Services. Treasury Unit, for administration, which includes record-keeping,
review of accounts, execution of releases and investment management.
• Liaison with the deceased's family members is primarily the responsibility of the Development
Office, Planned Giving Unit. Other University departments and staff or facultv members may, however,
participate as appropriate.
• A report on all bequests and appointments as trustee or executor accepted on behalf of the
University will be prepared on a regular basis for the Board ofGovernors and the Administration by
the Development Office.
• In those instances where a Will appoints the "Estate Administrator of the University of British
Columbia", or the UBC Foundation as executor or trustee, the Manager, Planned Giving, Development
Office, is the designated Estate Administrator for the University.
IV.   DONOR AND GIFT ANONYMITY
Purpose Of Procedures
To confirm that the University will, at the request of donors, maintain anonymity, and to note
disclosures that will apply.
Procedures
A donor's right to anonymity is observed by the University of British Columbia subject, however,
to the following necessary limitations:
• Records, as required by Revenue Canada for charitable receipting purposes, are maintained by
the Development Office. Access to these records is restricted to appropriate staff in the Development
Office and the Department of Financial Services, and senior executives of UBC.
• The University will comply with any legal obligation to disclose the names of donors and the nature
and value of their gifts. (For example: obligations that may arise under The Income Tax Act, The
Freedom of Information and Protection of Privacy Act or other relevant statutes.)
• The identity of a donor requesting anonymity may be provided to the Board ofGovernors on an oral
basis if the Board so requests. Such information is privileged and neither appears in the minutes ofthe
meeting nor may be used by Board members or officers outside the meeting ofthe Board ofGovernors.
• Prospective donors requesting anonymity are advised by the Development Office that their names,
and the nature and amounts of their gifts, will be disclosed as above.
Detailed Procedures
Please contact the Development Office or Financial Services for detailed procedures.
THE UNIVERSITY OF BRITISH COLUMBIA
July 16, 1993
Dear Colleagues:
)7urthertornylettermUBCReportsonMay6,1993 asking for comments
on the initial draft of a policy on environmental protection, below is the
second draft, which incorporates many of the suggestions received.
You may recall that UBC is developing two policies dealing with
environmental issues this year. The first one. Environmental Protection, will
address issues of compliance with environmental regulations. The second.
Sustainable Development, will focus on the performance of UBC operations
inasustainablemanner. Yourconttauingmterestandideasareappreciated.
Please write to Libby Nason. Vice Provost, if there are ways in which you feel
this policy could be improved.
Yours sincerely.
-1
David. W. Strangway
President
POLICY
ENVIRONMENTAL PROTECTION
DRAFT #2
RESPONSD3LE VICE PRESIDENT
Vice President Academic & Provost
Vice President Administration & Finance
Vice President Student and Academic Services
PURPOSE
• to provide a formal statement of commitment in response to global and local concerns regarding
environmental protection;
• to provide leadership in environmental protection;
• to provide a framework for establishing procedures that will ensure consistent response to
environmental issues, and demonstrate responsibility and due diligence on the part ofthe University,
• to ensure compliance with all applicable environmental regulations at all sites of University
activity;
•in meeting all legislated requirements as a minimum standard, to provide a platform for
sustainable development efforts at UBC.
POLICY
UBC will demonstrate leadership and stewardship in protecting the environment. All individuals
in the University community share the responsibility for protecting the environment. Adrninistrative
heads of unit are responsible for ensuring compliance with legislation and UBC procedures, and for
promoting sound environmental practice in University activities both on and off campus. University
operations, including teaching and research, are performed in a manner that minimizes the adverse
impact on the environment, consistent with UBC's overall mission.
PROCEDURE SUMMARY
In order to fulfill UBC's mandate for teaching, research and service, procedures and reporting
structures for matters of compliance with environmental legislation are necessary to demonstrate due
diligence of UBC, its Board of Governors, senior officers, students, and members of faculty and staff,
by addressing responsibly activities which have potential for exposure to lawsuits and prosecution.
"Where a corporation commits an offence under this Act, any officer, director or agend of the
corporation who directed, authorized, assented to or acquiesced in or participated in the commission
ofthe offence is a party to and guilty ofthe offence, and is liable to punishment provided forthe offence,
whether or not the corporation has been prosecuted or convicted." ... Section 122 of the Canadian
Environmental Protection Act
Procedures, guidelines and programs addressing specific environmental issues will be developed
and updated as required to accomplish the objective of environmental protection, with the full
participation of the University community. These will include evaluation guidelines and monitoring Policies and Procedures ■ July 15,1993 Page 3
THE  UNIVERSITY  OF  BRITISH  COLUMBIA
UBC POLICIES AND PROCEDURES
procedures, effective measures of progress, reporting mechanisms, and contingency plans for
accidents that affect the environment.
The Coordinator of Environmental Protection, reporting through the Vice President Administration
& Finance, will be responsible for focusing efforts on the most serious problems, promoting
development of environmental plans and coordinating activities through administrative heads of unit.
These efforts include environmental audits, central monitoring, recording and reporting progress (and
instances of non-compliance) on environmental protection issues, providing training to the campus
community and serving as the central information source about current and anticipated legislation
applicable to UBC as well as providing linkages for sustainable development efforts.
DETAILED PROCEDURES
Environmental audits will be performed of all areas and activities under the control ofthe University.
Audits will include evaluation of waste, emissions, hazardous materials, emergency response
procedures and the adequacy of training of students, faculty and staff. Such audits will measure the
extent of compliance with federal and provincial legislation and identify potential environmental risks.
A plan will be developed by the administrative head of unit for bringing all identified deficiencies into
compliance with legislation, in consultation with the Coordinator of Environmental Protection, and will
be forwarded to the Vice President responsible for the unit for approval of actions, timing, and funding.
Monitoring systems and procedures for handling and reporting accidents/incidents will be
established for all activities and areas of concern. Administrative heads of unit are responsible for
ensuring that the monitoring is carried out in accordance with established systems and for reporting
on the monitoring to the Coordinator of Environmental Protection. Deficiencies detected through
monitoring or other means will be corrected as soon as possible.
When the impact or experimental design of activities to be conducted at off campus locations has
unknown or potentially harmful environmental consequences, the member of faculty or staff
responsible will apply in advance for a certificate of environmental protection from a University
screening committee on the environment to review and authorize such activities. Research protocols,
consistent with practices approved by the screening committee for individual experiments, may be
authorized by the screening committee for experiments which are to be repeated. These steps are
necessary because ofthe university's potential liability for problems arising from off-campus activities.
Administrative heads of unit are responsible for ensuring communication about the goals of
environmental protection and appropriate training of all persons working or studying within their units
in relevant environmental issues and procedures for recognizing, dealing wi#i and reporting accidents
that affect the environment.
Reports of all audits, plans for correcting deficiencies, reports on satisfying monitoring
requirements, accident-handling procedures and any minor accidents/incidents will be brought,
through the senior officers ofthe University, to the Board ofGovernors at its regular meetings.
Any accidents/incidents of significant environmental impact will be brought to the attention of
the Chair ofthe Board ofGovernors by the President or his/her designate immediately.
When potentially harmful conditions arise or are discovered, the administrative head of unit is
responsible for notifying individuals who might be affected and keeping them aware of efforts to correct
the situation (see also the Industrial Health and Safety Regulations of the Workers' Compensation
Board of B.C.).
The Coordinator of Environmental Protection will draw upon the high level of expertise which exists
on campus in environmental issues, and use teaching and research activities to contribute to both the
greening of the campus and improvements in legislation.
Regular consultations with the campus and surrounding communities about the state of
compliance and progress toward it will be arranged by the Coordinator of Environmental
Protection. The Coordinator of Environmental Protection will publish annually a report
which includes information on the audits conducted, the compliance issues dealt with and
outstanding, training and communication activities, and responses to accidents affecting
the environment
See also the Policy and Procedures (to be developed) on Sustainable Development.
DEFINITIONS
Due diligence means the care a reasonable person would take, having regard to all the
circumstances and information about which that person knew or ought to have known.
Environment means the biophysical conditions under which people or things live or are developed.
Environmental audit means a systematic, objective method of identifying and verifying that
regulations, procedures and University guidelines for environmental, health, occupational hygiene,
safety and emergency preparedness standards are being followed. The examination involves analysis,
testing and confirmation of procedures and practices. In addition, the process evaluates the adequacy
of the environmental management system — communications, clear delineation of employee
responsibilities, training and quality control.
University community means all persons associated with the University of British Columbia,
including students, members of faculty and staff, visitors, contractors, suppliers, tenants, and users
of facilities.
INITIAL DRAFT
POLICY ON HUMAN RIGHTS, DISCRIMINATION AND
HARASSMENT
RESPONSIBLE VICE PRESIDENT
Vice President Academic and Provost
Vice President Administration and Finance
Vice President External Affairs
Vice President Research
Vice President Student and Academic Services
INTRODUCTION
Freedom of inquiry and of expression are essential freedoms in a university, and conflicting ideas
are a vital feature of university life. An environment of academic integrity and vigour inescapably
involves the intellectual examination of ideas and facts that some people will find novel and disturbing,
possibly leading to disagreements and feelings of discomfort. Nothing in this policy is to be interpreted
as limiting or discouraging such intellectual examination.
At the same time, academic freedom must not be exercised in ways which deny similar freedom to
others or make its exercise more difficult by creating a hostile environment for work, study or
participation in campus life. For UBC to achieve its educational purposes, it is vital that all individuals
feel free to express responsibly their views and opinions. This policy is designed to ensure that neither
the holding of unpopular opinions nor membership in any group, on the basis of such characteristics
asage, "race", colour, ancestry, place of origin, religion, marital status, family status, physical disability,
mental disability, sex, or sexual orientation, opinions or values held, will limit an individual's full
participation at UBC.
PURPOSE
To develop and maintain a campus work and study place free from discrimination and harassment.
POLICY
Every student and member of faculty and staff has the right to study and work at the University
of British Columbia in an environment free from harassment and free from discrimination on the basis
of age (this is not meant to affect the University's policy on mandatory retirement), "race", colour,
ancestry, place of origin, religion, marital status, family status, physical disability, mental disability,
sex, or sexual orientation, opinions or values held, unless there is a bona fide and reasonable
justification, such as a specific characteristic which adversely affects academic or work performance.
PROCEDURE SUMMARY
UBC, through those holding line management responsibility and through its Office of Human
Rights, will provide educational opportunities that raise the awareness of the university community
about human rights issues, promote the dignity and respect for all members of the university
community and train administrative heads of units in creating a positive climate for work, study and
participation in university life.
UBC will not tolerate harassment or any act of discrimination on the bases set out in the policy above.
Equally, UBC will not tolerate complaints ofharassment or discrimination lodged in bad faith. Through
those holding line management responsibility and through its Office of Human Rights, UBC will develop
the capacity of adrninistrative heads of unit to respond appropriately to such acts. In addition, the Office
of Human Rights will provide a confidential complaint resolution process (as described in the detailed
procedures below) for students, faculty and staff members, and others who have complaints that they
have been harassed or discriminated against.
UBC prohibits reprisal or threats of reprisal against any member ofthe university community who
in good faith makes use of any aspect of this policy or who participates in proceedings held under its
jurisdiction.
DETAILED PROCEDURES
Education
Supplementing research activities and teaching that are already undertaken at UBC about human
rights in various courses and programs at UBC, the Office of Human Rights has responsibility for
spearheading information sharing on human rights issues at UBC. It conducts university wide
programs promoting a positive human rights climate, working in conjunction with other units on
campus, and reports annually to the campus community on educational efforts, noting incidents which
have contributed both positively and negatively to the UBC environment.
Complaints
Nothing in this policy or these procedures is to be construed as preventing individuals from resolving
differences on their own, without assistance from third parties, or from raising the matter directly with
their adrninistrative head of unit.
THE UNIVERSITY OF BRITISH COLUMBIA
July 16, 1993
Dear Colleagues:
After a considerable period of reflection and consultation, a revised
Draft Human Rights BoKey has been prepared for your review.
Your comments at this early stage of development are most welcome
and should be directed to Libby Nason, Vice Provost
Yours sincerely.
crt
David W. Strangway
President
The human rights advisor is not a substitute for management authority, and the onus for
maintaining a discrimination- and harassment-free environment lies with those charged with
responsibility for adrriinistration at UBC.
If the procedures specified here are inconsistent with those in an existing collective agreement
(copies available through the Department of Human Resources), between the University and its faculty
or staff, that agreement will prevail.
(a) Human Rights Advisor — Informal Resolution
A person who believes that he or she has been subjected to comment or conduct falling within the
definition of discrimination or harassment may discuss the matter on a confidential basis with a human
rights advisor.
The human rights advisor provides advice and assistance to the complainant on how to address the
situation, on the policy and procedures, and on what action might be taken. There are many different
methods of conflict resolution, including problem-solving techniques, which can be considered . The
human rights advisor assists the complainant in weighing the strategies, and may refer the person to line
administrators or specialists (e.g. an advisor trained in sexual harassment cases) where appropriate.
The decision on whether and how to pursue the matter rests with the complainant.
(b) Formed, Written Complaints by Individuals
A complaint may be formally lodged with either an administrative head of unit or a human rights
advisor, provided it is specified in writing with reasonable detail.
If the complaint is lodged with the administrative head of unit, he/she may deal with the
matter in the manner in which any complaint would be handled in that unit, and may call upon
the Director of Human Rights to assign a fact finder to assist in the investigation ofthe case before
coming to a decision about remedies/discipline appropriate in the circumstances.
The human rights advisor maintains confidential records on all cases. The files are restricted to
current human rights office staff. After a year of inactivity, the file will be closed unless reactivated at
a future date by a further complaint by a complainant or a respondent. Page 4 Policies and Procedures ■ July 15,1993
THE   UNIVERSITY  OF  BRITISH  COLUMBIA
UBC POLICIES AND PROCEDURES
A different human rights advisor delivers to the respondent a copy of the complaint and a copy of
the policy and procedures, and provides advice and assistance on how to address the situation. The
respondent is asked to let the Office of Human Rights know within three calendar days if he/she intends
to respond, and has ten calendar days from date of receipt of the complaint in which to respond in
writing. The human rights advisor delivers a copy of the response to the complainant.
Either the respondent or complainant may request conflict resolution services in an attempt to
resolve the dispute. Such activities take place only with the consent of both parties, and are without
prejudice to any further proceedings on the matter. Written material, oral testimony and the fact that
either side failed to agree to informal conflict resolution procedures, orthat informal resolution attempts
failed, may not be used as evidence in any subsequent hearing.
Retaliation: Related events that take place after the giving of written notice may, without the filing
of a further complaint but with due notice to the complainant or respondent, be the subject of mediation
or a formal hearing.
(c) Options for Formal Resolution
If the dispute has not been resolved within fourteen calendar days of lodging a formal written
complaint with the respondent, the Director of Human Rights notifies the administrative head(s) of
unit(s) of both the complainant and respondent and provides the complainant a choice of methods for
resolution: (i) fact finding with an administrative decision: (ii) formal hearing by a three-person panel.
The complainant decides on the method within seven calendar days. The complainant has the right
to withdraw the complaint at any time during the following methods of resolution. The Advisor on
Human Rights plays no role in these formal methods for resolution.
(c) (i) Formal Fact Finding and Decision
If the complainant elects fact finding and administrative decision as the method for resolving the
case, the Director of Human Rights appoints a fact finder to interview the complainant, the respondent,
and any witnesses, and to review any evidence relevant to the case. The fact finder submits a report
of findings to the complainant and respondent, their administrative head(s) of unit(s) (Dean in the case
of a student), the Vice Presidents concerned and the Director of Human Rights, normally within two
weeks.
Following consideration ofthe report ofthe fact finder, if the administrative head of unit attributes
blameworthy conductto either the respondent or the complainant, the Administrative Head(s) of Unit(s)
ofthe respondent or complainant interview(s) the complainant and the respondent, consults with the
Vice President(s) concerned (and if academic departments, the Dean), and staff from the Office Human
Rights about appropriate discipline or remedies.
Notification of discipline/remedies imposed by the Administrative Head(s) of Unit(s) is sent in writing
to the complainant and the respondent. Normal disciplinary procedures as described in the University
Calendar (for students) or in collective agreements or terms and conditions of employment (for members
of faculty and staff) are followed.
A student who disagrees with the penalty imposed on him/her has recourse through the Senate
Committee on Appeals on Academic Discipline. A member of staff or faculty who disagrees with the
penalty imposed on him/her has recourse through the provisions ofthe collective agreement or terms
and conditions of employment.
(c) (W Formal hearing by a three-person panel
If the complainant elects formal hearing by a three person panel, the Director of Human Rights
appoints a three-person panel which includes at least one non-University member. The panel selects
a chair from within its membership.
Hearings are conducted in a manner which gives those involved a full and fair hearing. Recognizing
that circumstances may exist where the complainant and/or respondent may wish assistance in
presenting the case, the Director of Human Rights, upon request, assigns a member ofthe volunteer
corps to the complainant/respondent. (The volunteer corps comprises UBC members of faculty, staff
and students who have undergone training under the direction ofthe Director of Human Rights in UBC
policies, in pertinent legislation, and in conflict resolution skills.) The parties, if they wish, may be legally
represented and, along with the panel, call such witnesses as they see fit.
The panel will determine whether it judges on the evidence that discrimination or harassment as
defined in this policy occurred, and, where appropriate, will recommend remedies/discipline to the
appropriate University officer. Subject to grievance procedures in collective agreements for members
of faculty and staff and subject to a decision of the Senate Committee on Appeals on Academic Discipline
for students, the decision ofthe appropriate University officer on remedies or discipline is final.
(d) Fornvzd Complaml by Human Rights Advisor
The human rights advisor may initiate a formal complaint if evidence of alleged recurrent
discrimination or harassment exists. The participation of individual complainants is voluntary.
(e) Other Means of Redress
Individuals have the right to seek redress under the provisions of provincial and federal statutes.
Statistical Information
The Office of Human Rights prepares statistical information about the number of complaints made
and information about the general types of complaints, including information on whether formal
complaints were made by or against faculty, staff or students. This information is published annually.
DEFINITIONS
An administrative head of unit is a Director of a service unit, a Head of an academic department,
a Director of a centre, institute or school, a Principal of a college, a Dean, an Associate Vice lYesident,
the University Librarian, the Registrar, a Vice President or the President.
Complainant is any person, whether formally associated with UBC or not, who feels harassed or
discriminated against in interaction with a UBC member of faculty and staff or a student in his/her
university capacity.
Complaint includes complaints respecting: discrimination on the basis of age (this is not meant
to affect the University's policy on mandatory retirement), "race", colour, ancestry, place of origin,
religion, marital status, family status, physical disability, mental disability, sex, sexual orientation,
opinions or values held (unless there is a bona fide and reasonable justification, such as a specific
characteristic which adversely affects academic or work performance): harassment; retaliation for
consulting with a human rights advisor or for participating in proceedings under this policy; breach
of an undertaking as to future conduct. A complaint may be made by any person, whether formally
associated with UBC or not, in respect of a member of faculty and staff or a student in the course of
his/her university work/studies/participation in campus life.
Discrimination is a distinction, whether intentional or not, for which there is not a bona fide and
reasonable justification (s^ich as a specific characteristic which adversely affects academic or work
performance), based on age (this is not meant to affect the University's policy on mandatory retirement),
"race", colour, ancestry, place of origin, religion, marital status, family status, physical disability,
mental disability, sex, sexual orientation, opinions or values held, which has the effect of imposing
burdens, obligations or disadvantages on individuals or groups not imposed on others. Policies or
programs, such as the Federal Contractors Program, that have as their object the amelioration of
conditions of disadvantaged individuals or groups are not discriminatory within the meaning ofthe
policy.
Harassment is unwelcome behavior, which would be considered by a reasonable person to create
an environment unconducive to work/studies/participation in campus life at UBC.
Member ofthe university community is a student, a member of faculty or a member of staff. It does
not include providers of services (such as housing for international students and practicum experiences
for student teachers) which UBC taps in the community to accomplish its mission. (In such
circumstances where members ofthe University community find themselves in situations where they
are being harassed or discriminated against, the University will withdraw them from the situation, even
although the University may not be in the position to invoke the provisions of this policy.)
Respondent is an individual or group against whom a complaint is lodged.
DETAILED PROCEDURES
Please consult with the Office of Human Rights. See also Policy #2 -
- Sexual Harassment.
THE UNIVERSITY OF BRITISH COLUMBIA
July 16, 1993
Dear Colleagues:
The Department of Food Services wishes to update Policy #101,
Vending Machines on Campus, which has been in place since 1977.
The revised version conforms with our current lay-out and
summarizes actual practices which have developed over time.
Please send any suggestions you may have to Libby Nason, Vice
Provost.
Yours sincerely
®tO-&7
*eri
David W. Strangway
President
DRAFT POLICY FOR DISCUSSION
VENDING MACHINES ON CAMPUS
RESPONSIBLE VICE PRESIDENT
Vice President Administration & Finance
POLICY
Vending machines which dispense candy bars and hot and cold drinks may be installed in university
buildings with the approval ofthe administrative head who is the custodian ofthe building. Vending
machines which dispense other types of food products require approval by the Director of Food Services.
PROCEDURE SUMMARY
Application for the installation of vending machines which dispense candy bars and hot and cold
drinks are directed to the Food Services Purchasing Department. The UBC Purchasing Department
selects a supplier on a competitive basis, and the Food Services Purchasing Department makes
arrangement for installation in consultation with the Director of Plant Operations.
Installation and operating costs of such vending machines are the responsibility of the recipients
of commissions from sales.
Commissions received accrue to University Food Services revenues except for the following:
• Commissions arising from installations in specified buildings or areas that have received prior
approval of the Vice President Aclrninistration & Finance. In these cases, commissions accrue to the
administrative board or body charged with the responsibility for operating the building or area.
• Commissions arising from installations in student common rooms assigned to student societies
accrue to the student society, provided: that the location ofthe vending machine is in the common room;
that it is used almost exclusively by the members of that particular society: and that the student society
obtains the approval ofthe dean responsible for the area.
DETAILED PROCEDURES
Please contact the Director of Food Services.
DEFINITIONS
None Employment Equity ■ July 15,1993 Page 5
ABELLA
Upper-Level Managers
Middle and other Managers
Professionals
Semi-Professionals & Technicians
Supervisors
Foremen/women
Clerical Workers
Sales Workers
Service Workers
Skilled Crafts & Trades
Semi-Skilled Manual Workers
Other Manual Workers
TOTAL
UBC Employment-Equity Census
Response Rates by Abella Group
% May'90
100.0
83.2
65.3
62.8
75.2
78.6
74.1
78.7
41.9
41.9
40.0
52.8
65.6
Table 2
% Dec.'90
% Dec.'91
% Dec.'92
100.0
83.3
100.0
84.5
81.9
89.6
66.5
63.3
76.8
65.0
58.9
74.2
78.4
77.4
86.8
78.1
72.9
80.0
75.6
70.1
82.1
66.7
66.0
77.0
46.6
41.1
52.2
42.8
41.1
56.3
42.9
34.0
45.6
55.8
55.2
61.3
67.2
63.3
75.7
Listed beloware the Abella categories established by the Employment Equity
Act of 1986 and afew examples of UBC positions that fall within each category:
Abella*
01 Upper Level Managers
02 Middle and other Managers
03 Professionals
04 Semi-Professionals
& Technicians
05 Supervisors
06 Foremen/women
UBC
President, Vice-President
Associate Vice-President, Dean, Head,
Director, Admin. Asst., Admin.
Supervisor, Personnel Officer, Coordinator,
Asst. Registrar, Food Service Manager
Accountant, Genetic Assist., Research
Engineer, Programmer/Analyst, Social
Science Researcher, General Librarian,
Professor, Assoc. Professor, Assist.
Professor, Instructor, Lecturer, Research
Associate, Physician, Research Nurse,
Counsellor
Research Assist., Research Assist.
Technician, Engineering Technician, Lab.
Asst., Dental Assist., Medical Artist,
Editor, Information Officer, Coach
Secretary 5, Word Processing Coordinator,
Administrative Clerk, Section Head,
Residence Life Coordinator, Executive
Chef, Head Hostess
Assist. Head Service Worker, Head & Sub-
Head Gardener, Head & Sub-Head
Electrician, Head & Sub-Head Carpenter,
Area Supervisor, Custodial Supervisor
07 Clerical Workers
08 Sales Workers
09 Service Workers
10 Skilled Crafts
& Trades
11 Semi-Skilled
Manual Workers
12 Other Manual Workers
Table 3
Secretary 1, 2, 3 & 4, Clinical Secretary 1
& 2, Clerk Typist, Data Entry Operator,
Computer Operator, Library Assist. 1,2,3,
4 & 5, Communications Operator, Clerk 1,
2 & 3, Clinical Office Assist. 1, 2 & 3,
General Clerk, Program Assist.
Sales Clerk, Bookstore Assist., Sr.
Bookstore Assist., Computer Sales Assist.
Patrolperson, Cook, Assist. Cook, Kitchen
Help, Bartender, Waiter/Waitress, General
Worker (Heavy & Light), Sales Attendant,
Residence Attendant, Kiosk Attendant
Sheet Metal Worker, Electrician, Carpenter,
Plumber, Steamfitter, Maintenance
Engineer 1 & 2, Locksmith, Gardener,
Painter
Truck Driver, Apprentice, Clerk Driver,
Farm Worker 2 & 3, Milker
Service Worker, Sr. Service Worker,
Service Worker-Ice Maker, Labourer
*    Abella codes classify jobs according to a variety of criteria, such as
responsibilities, education, training, and experience.
Changes in Designated Groups in UBC's Workforce
May 1990 - December 1992
Table 4
Women
Aboriginal Peopl
e
Visible Minorities
Persons with Disabilities
ABELLA
Net
Net
Net
Net
May'90 Dec.'92
Difference
May'90 Dec.'92
Difference
0
May'90   Dec.'92
Difference
May'90         Dec.'92         Difference
Upper Level Managers
0              0
0
0              0
1                     1
0
0                     0                        0
Middle Managers
285          351
66
9             10
1
22                    46
24
21                    23                       2
Professionals
731         1061
330
17            27
10
205                  361
156
66                   64                    *[2]
Faculty
487          690
203
15             24
9
141                   233
92
65                   50                    [15]
Others
244          371
127
2               3
1
64                 128
64
1                   14                       13
Semi-Professionals & Technicians
507          575
68
3               4
1
167                 246
79
22                   24                         2
Supervisors
110          144
34
1               5
4
22                     34
12
5                     6                         1
Foremen/women
3              2
[1]
0               0
0
3                     6
3
1                     1                         0
Clerical Workers
1235        1357
122
23            21
[2]
248                 341
93
39                   37                       [2]
Sales Workers
47            52
5
0              0
0
23                    25
2
1                     0                       [1]
Service Workers
289          385
96
9            11
2
77                  112
35
14                   15                         1
Skilled Crafts & Trades
4              4
0
0              0
0
8                   11
3
7                     4                      [3]
Semi-Skilled Manual Workers
5              6
1
0              1
1
1                      5
4
1                       2                          1
Other Manual Workers
142          161
19
3              6
3
54                   64
10
17                     14                        [3]
TOTAL
3358      4098
740
65            85
20
831                  1252
421
194                190                   [4]
*[ ] = negative change Page 6 Employment Equity ■ July 15,1993
Representation of Designated Groups in UBC's Workforce
ABELLA
Upper-Level Managers
Middle & Other Managers
Professionals
Semi-Professionals & Technicians
Supervisors
Foremen/women
Clerical Workers
Sales Workers
Service Workers
Skilled Crafts & Trades
Semi-Skilled Manual Workers
Other Manual Workers
TOTAL
Table 5
% Women
May
Dec
Dec
-90
-90
-91
0.0
0.0
0.0
50.1
50.5
51.0
27.8
31.4
32.3
48.3
48.9
49.0
80.3
81.5
83.3
7.1
4.9
4.2
89.0
89.2
88.3
:  52.8
58.3
57.4
I  56.9
54.8
58.0
2.7
3.5
2.8
12.5
11.9
14.9
38.1
39.1
39.7
48.2
49.1
49.7
Dec
-92
0.0
49.4
33.6
49.2
82.8
4.4
88.6
52.0
58.3
2.7
8.8
46.3
50.3
% Aboriginal People
May
Dec
Dec
Dec
May
Dec
-90
-90
0.0
-91
0.0
-92
-90
20.0
-90
0.0
0.0
20.0
2.0
2.1
1.5
1.6
4.7
5.8
1.0
1.1
1.1
1.1
12.0
13.0
0.5
0.9
0.5
0.5
25.4
28.3
1.0
0.8
1.6
3.4
21.4
21.3
0.0
0.0
0.0
0.0
9.1
12.5
2.3
2.2
1.7
1.7
24.2
25.9
0.0
0.0
0.0
0.0
32.9
30.6
4.3
3.5
3.2
3.2
36.2
33.8
0.0
0.0
0.0
0.0
13.0
13.0
0.0
0.0
0.0
3.3
6.3
11.2
1.6
1.4
1.5
2.9
27.5
27.1
1.5        1.5
1.3
1.4
% Visible Minorities
% Persons with Disabilities
18.2     19.2      19.9
Dec
Dec
May
-91
-92
-90
20.0
16.7
0.0
5.8
7.3
4.5
13.9
14.5
3.9
29.1
28.4
3.4
21.6
22.6
4.9
14.3
16.7
3.1
27.7
27.2
3.8
25.9
32.5
1.5
33.6
32.5
6.6
15.6
13.0
11.3
12.5
16.2
6.3
28.1
30.1
8.7
19.9
20.3
4.3
Dec
Dec
Dec
-90
-91
-92
0.0
0.0
0.0
3.8
4.5
3.7
3.6
3.0
2.6
3.0
3.4
2.8
5.6
5.4
4.0
3.2
2.9
2.8
3.3
3.3
3.0
1.4
1.7
0.0
6.6
5.6
4.4
9.7
10.4
4.8
5.6
6.3
6.5
7.8
7.8
6.6
3.9
3.8
3.1
Change in UBC's Workforce by Abella Groups May 1990 - December 1992
May'90
5
I
Dec.'92
%Change
Upper-Level Managers
6
20.0
Middle and other Managers
569
710
24.8
Professionals
;
Faculty
2108
r
2459
*16.7
Others
518
722
39.4
Semi-Professionals & Technicians
1049
1170
11.5
Supervisors
137
174
27.0
Foremen/women
42
i
45
7.1
Clerical Workers
1388
1532
10.4
Sales Workers
89
100
12.4
Service Workers
508
661
30.1
Skilled Crafts & Trades
148
151
2.0
Semi-Skilled Manual Workers
40
68
70.0
Other Manual Workers
373
348
-7.2
TOTAL
6974
8146
16.8
* When adjusted for the seasonal fluctuation of faculty present in December but not in May, the percentage change among Professionals-Faculty is 4.5%.
Table 6
Adjustment to Hiring Goalsfor Growth in UBC's Workforce May 1990 - December 1992
Table 7
% Change in
Original Hiring Goal
Total Employees
May'91
May'90-Dec.'92
Upper-Level Managers
20
1 woman
Professionals(Non-faculty)
39.4
39 women
2 aboriginals
Supervisors
27
2 persons with disabilities
Foremen/women
7.1
3 women
3 visible minorities
1 person with disability
Sales Workers
12.4
1 aboriginal
3 persons with disabilities
Service Workers
30.1
8 persons with disabilities
Skilled Crafts & Trades
2
3 women
2 aboriginals
Semi-Skilled Manual Workers
70
1 woman
1 aboriginal
2 visible minorities
1 person with disability
Other Manual Workers
-7.2
5 aboriginals
[ ] = negative change
- = No change
Adjusted Goal as of
Dec. '92
1 woman
54 women
3 aboriginals
3 pers. with disabilities
3 women
3 visible minorities
1 per. with disability
1 aboriginal
3 pers. with disabilities
10 pers. with disabilities
3 women
2 aboriginals
2 women
2 aboriginals
3 visible minorities
2 pers. with disabilities
5 aboriginals
Net Difference in
Total Employees
May'90-Dec.'92
127 women
1 aboriginal
1 per. with disability
[1] woman
3 visible minorities
[1] per. with disability
1 per. with disability
1 woman
1 aboriginal
4 visible minorities
1 per. with disability
3 aboriginals Employment Equity ■ July 15,1993 Page 7
Representation of Designated Groups at Six Canadian Universities
% w
1990
/omen
% Aboriginal People
% Visit
1990
le Minorities      "A
Persons with Disabilities
1991
1992
1990   1991    1992
1991    1992
1990    1991
1992
Dalhousie University
52.8
0.5
6.3
3.5
Simon Fraser University
44.7
47.3
0.4       0.5
8.0
9.1
2.8       2.7
University of Alberta
49.8
1.1
12.2
3.5
University of Toronto
46.6
46.7
0.3      0.3
15.8     16.3
4.9
4.8
York University
49.9
50.7
0.3       0.4
12.7
13.6
4.9       4.5
University of British Columbia
49.1
49.7
50.3
1.5       1.3      1.4
19.2
19.9     20.3
3.9       3.8
3.1
Table 8
Workforce Representation of Designated Groups in Federally-Regulated Employers and at UBC
Table 9
% Women
% Aboriginal People
% Visible Minorities
% Persons with
1987
Disabilities
40.97
0.66
5.00
1.59
1988
41.95
0.72
5.67
1.69
1989
42.53
0.79
6.67
2.34
1990
43.74
0.85
7.09
.239
1991
44.11
0.96
7.55
2.50
UBC1991
49.70
1.30
19.90
3.80
UBC 1992
50.30
1.40
20.30
3.10
President's Advisory
Committee
on Employment Equity
Lionel Anker
IVOE
Julia Cruikshank
Anthropology
Charles W. Ramey
Pathology
Frank Eastham
Human Resources
Mary Russell
Faculty Association
Margaret Friesen
Interlibrary Zxwn
C. Lynn Smith
Law
Jas Gill
CUPE 2278
G.E.E. Scudder
Zoology
Emilio Gonzalez
Bookstore
Angie Todd-Dennis
First Nations Health Care
Shelly Hodgson
CUPE 116
Ruth Warick
Disability Resource Centre
Sharon E. Kahn
Employment Equity
Anne Watters
Education
Libby Kay
Association of Admin.
& Professional Staff
William A. Webber
Office ofthe VP, Academic & Provost
A.J. McClean (Chair)
Office ofthe VP, Academic & Provost Page 1 UBC Gazette- July 15,1993
THE   UNIVERSITY  OF  BRITISH  COLUMBIA
BOARD OF GOVERNORS' MEETING
MAY 20, 1993
UBC GAZETTE
SENATE RECOMMENDATIONS
The Board approved a recommendation
from Senate to set an enrollment quota of
180 students In the first year of the LL.B.
program in the Faculty of Law.
The Board approved the following
recommendations from Senate
concerning the establishment of Centres
and Chairs.
•The establishment of a Centre for
Labour and Management Studies.
•The establishment of a Centre for
Molecular Medicine and
Therapeutics.
•The establishment of Chairs in
Chinese Research, Chairs in
Japanese Research, Chairs in Korean
Research, Chairs in South Asian
Research, and Chairs in South East
Asian Research.
•The establishment of the UBC/St.
Paul's Hospital Foundation Chair in
AIDS Research.
FINANCE
Law Student Association Fee Change
From $12 to $15.
The Board approved, beginning with
the Winter Session 1994-95, a fee change
from $12 to $15 for the Law Student
Association. This proposal has met all
the requirements of the AMS
Constitution.
PROPERTY
The Board approved the Central Library
Phase 1 Design Development Report dated
March 1993 as the basis for proceeding to
working drawings and tender.
The following contracts were awarded
to PCL Constructors Pacific Inc.:
(1) Design and construction of a 943-
stall underground parkade on the Rose
Garden Site next to the Faculty Club.
(2) Phase I, site preparation and bulk
excavation for UBC Thunderbird Student
Housing.
POLICY
The Board approved the following policy
on "Administration of Policies", and noted
the President's procedures for
implementation and administration of
the policy.
"The UBC Policy Handbook
communicates policies and procedures
which have university-wide application,
and provides a basis for consistent and
appropriate decision making on many
issues.
Unless otherwise indicated within a
specific policy or its procedures, policies
and procedures apply to all members of
faculty and staff and, where indicated,
students at the University. Policies and
procedures in the Policy Handbook are
for the internal guidance of members of
faculty and staff at UBC, and have no
impact on the relationship with third
parties unless expressly part of a contract
with them.
It is the responsibility of all members
of faculty   and   staff to   familiarize
themselves with the contents ofthe Policy
Handbook and to conduct themselves
accordingly. It is the responsibility of all
administrative heads of units to
communicate with those under their
direction about the application of policies
and procedures in their units, to ensure
compliance, and to take appropriate
action if problems arise."
OTHER MATTERS
Agreement
The Board approved a Research
Affiliation Agreement between the
University and Vancouver General
Hospital.
Resignation
As required under Section 24 of the
University Act, a declaration of vacancy
was entered in the minutes of the Board
by reason ofthe resignation of Mr. Kenneth
M. Bagshaw, Q.C. as a member of the
Board.
The Board of Governors at its meeting
of Mag 20, 1993 approved the following
recommendations and received notice
about about the following items.
Catherine Vertesi, Assistant Dean,
Faculty of Commerce and Business
Administration, July 1, 1993 to June 30,
1994.
Grace Wong, Assistant Dean, Faculty of
Commerce and Business Administration,
July 1, 1993 to June 30, 1994.
D.J. Randall, Associate Dean, Faculty
of Graduate Studies, July 1, 1993 to June
30, 1996.
L.R. Ricou, Associate Dean, Faculty of
Graduate Studies, July 1, 1993 to June
30, 1996.
Bob Diebolt, Associate Dean, Faculty of
Law, July 1, 1993 to June 30, 1995.
T.R Meadowcroft, Head, Department
of Mining and Mineral Processing
Engineering, July 1, 1993 to December
31, 1995.
Anthony Barrett, Head, Department of
Classics, July 1, 1993 to June 30, 1998.
Marguerite Chiarenza, Head,
Department of Hispanic and Italian
Studies, July 1, 1993 to June 30, 1998.
Graham Kelsey, Acting Head,
Department of Administrative, Adult and
Higher Education, July 1, 1993 to June
30, 1994.
William Borgen, Head, Department of
Counselling Psychology, July 1, 1993 to
June 30, 1994.
Murray Elliott, Acting Head,
Department of Social & Educational
Studies, July 1, 1993 to June 30, 1994.
Donald MacGregor, Head,
Department of Visual and Performing
Arts in Education.
J. David Barrett, Head, Department of
Wood Science, July , 1993 to June 30,
1998.
Peter Boothroyd, Acting Director, School
of Community and Regional Planning, July
1, 1993 to December 31, 1993.
Bernard Bressler, Head, Department of
Anatomy, July 1, 1993 to June 30, 1998.
Carol Herbert, Head, Department of
Family Practice, July 1, 1993 to June 30,
1998.
Kenneth Baimbridge, Head,
Department of Physiology, July 1, 1993 to
June 30, 1998.
Ian Cumming, Associate Professor,
Department of Electrical Engineering, April
1, 1993 without term.
Barbara Paterson, Assistant
Professor.School of Nursing, July 15,1993
to June 30, 1995.
Margery Fee, Associate Professor,
Department of English, July 1, 1993
without term.
Jo-Ann McEachern, Associate
Professor, Department of French, July 1,
1993 without term.
Steven Hugh Dae. Assistant Professor,
Department of Hstory, July 1, 1993 to
June 30, 1995.
Asim Ansari, Assistant Professor, Faculty
of Commerce and Business Administration,
July 1, 1994 to June 30, 1996.
Michael Gerlach, Associate Professor,
Faculty of Commerce and Business
Administration, July 1,1993 without term.
Keith Murnighan, Associate Professor,
Faculty of Commerce and Business
Administration, July 1,1993 without term.
Shelley Hymel, Professor, Department
of Educational Psychology and Special
Education, July 1, 1993 without term.
Susan Boyd, Associate Professor,
Faculty of Law, July 1, 1993 without term.
W. Wesley Pue, Professor, Facultyof
Law, July 1, 1993 without term.
Claire Young, Associate Professor,
Faculty of Law, July 1, 1993 without term.
Jorge Daaboul, Assistant Professor,
Department of Paediatrics, December 1,
1992 to June 30, 1994.
Carol Park, Assistant Professor,
Department of Pathology, Julyl, 1993 to
June 30, 1995.
Janis McKenna, Assistant Professor,
Department of Physics, July 1, 1993 to
June 30, 1994.
Rosemary Redfield, Assistant Professor,
Department of Zoology, March 1, 1993 to
June 30, 1995.
RESIGNATIONS
The Board noted the following
resignations.
S.M. Berch, Assistant Professor,
Department of Soil Science, August 31,
1993.
Therese Louie, Assistant Professor,
Faculty of Commerce and Business
Administration, June 30, 1993.
Hannah Polowy, Assistant Professor,
Department of Educational Psychology and Special Education, May 31,
1993.
Douglas Owens, Associate Professor,
Department of Mathematics & Science
Education, March 31, 1993.
Erie Todd, Professor, Faculty of Law,
May 31, 1993.
William Buchan, Professor, Department
of Family Practice, May 31. 1993.
Gordon Pirie, Associate Professor,
Department of Paediatrics, May 31,
1993.
Charles Christiansen, Professor and
Director, School of Rehabilitation Medicine,
July 31, 1993.
T.K. Menon, Professor, Department
of Geophysics & Astronomy, May 31,
1993.
John V. Ross, Professor, Department of
Geological Sciences. May 31, 1993.
DEATH
The Board learned with regret of the
death of Judith Thiele, General Librarian,
on April 27, 1993. UBC Reports ■ July 15,1993 5
Study examines
world leaders'
language under fire
by Charles Ker
Staff writer
Do political leaders speak differently in
the days leading up to a surprise military
strike?
According to two UBC professors,
American military officials might have
anticipated Iraq's attack on Kuwait two
years ago had they paid closer attention to
President Saddam Hussein's speech
patterns just prior to the invasion.
In their paper,  Political Rhetoric of
Leaders Under Stress in the Gulf Crisis,
UBC  Political Science  Prof.   Michael
Wallace,
Psychologist
Peter  Suedfeld
and   graduate
student
K i m b e r 1 y
Thachuk   note
that  the  more
stressful     the
situation,   the
less complex the
communication.
Published in
the Journal of
Conflict
Resolution, the
article looks at
"The stressful burden of
ultimate responsibility
borne by those at the very
top does indeed have an
impact. . . on an individual's
time perception and
information processing."
- Political rhetoric study
the speech patterns of top national leaders
who fought in, or were directly affected by,
the Gulf War.
Suedfeld and Wallace claim Hussein
telegraphed Iraq's intention to invade by
lowering the complexity of his speech just
before the attack. His communication
became significantly more complex
following the assault. By contrast,
measurements of the "integrative
complexity" of U.S. President George
Bush's speech were high before the
invasion and then dropped markedly
afterwards.
The professors say these observations
confirm a widely held theory that the
stress of a crisis produces distinct and
significant changes in a leader's decisionmaking process: long-term plans tend to
be ignored in favour of quick-fixes; fine
distinctions among items of information
or among other participants in the crisis
are abandoned, and responses and
attitudes become increasingly stereotyped.
Using material printed in the NewYork
Times and supplied by embassies, Suedfeld
and Wallace collected nearly every public
utterance made about the crisis by 10 key
national leaders and their ministers of
external relations between June 1990 and
April 1991. Also included were the U.S.
secretary of defence and the chairman of
the joint chiefs of staff.
In a previous study of about 20 surprise
attacks this century, Suedfeld found that
the attackers' complexity decreased several
weeks before the event while the leaders of
attacked nations retained higher levels of
complexity until the actual onslaught. In
wars that began without strategic surprise,
the complexity of communication by
leaders on both sides usually dropped in
the period leading up to the outbreak of
hostilities.
^^M^^^i^^IB An important
observation of
this latest study
is that Bush and
Hussein showed
significantly
lower complexity
scores than
those who had a
far smaller role
in the key
decisions and a
smaller stake in
the outcome.
"It seems
evident that the
stressful burden of ultimate responsibility
borne by those at the very top does indeed
have an impact," the article states.
"Information overload, uncertainty and
increased time pressure heighten the
decision makers' anxiety and sense of
threat which in turn has a critical impact
on an individual's time perception and
information processing."
As well, the researchers collected
speeches made by 38 senators and
congressmen who debated whether to
authorize the use of force in the Gulf.
The "hawks", who voted in favour of
force, exhibited significantly lower
complexity scores than the congressional
"doves" who voted against the resolution.
For 20 years, Suedfeld has been
studying the degree to which the complexity
and other aspects of information
processing and decision making are
affected by environmental, personality and
social factors.
Wallace is the author of many books
and articles in the area of arms races and
causes of war. He is presently working on
a book on naval forces and potential crises
in the 21st century.
UBC athletes shuffle off to Buffalo
for World University Games
by Abe Hefter
Staff writer
UBC is being well represented at
this month's World University Games
in Buffalo, New York.
A total of 17 athletes, three coaches
and one staff member have joined Bob
Philip, director of Athletics and Sport
Services, in Buffalo from July 8-18.
The following athletes are
representing UBC in the following
sports:
Athletics: Duane Amphlett, Zeba
Crook and Allan Klassen;
Diving: Megan Gordon, Paige
Gordon and Karl Fix;
Fencing:   Laurie Shong;
Rowing: Michelle Brindamour, Jeff
Hilton, Jack Walkey and Shawn Walsh;
Soccer: Nancy Ferguson, Jennifer
Hafting, Andrea Neil, Michelle Ring
and Tom Kim;
Swimming:  Turlough O'Hare;
Volleyball:   Jenny Rauh;
Water Polo: Darren MacMillan and
Adam Sidky;
In addition, women's basketball
coach Misty Thomas, gymnastics coach
Jeff Thomson and cross-country coach
Merek Jedrzejek are serving as
assistant coaches to Team Canada and
athletic therapist Georgina Gray is a
member of the medical team.
Bob Philip is attending in his
capacity as president of the Canadian
Interuniversity Athletic Union.
More than 5,000 athletes from 106
countries are participating in the World
University Games.
Once More From The Top
Abe Hefter photo
UBC Summer Music Camp instructor Jean Telford (standing) gives a group
of 11-to-13-year-old saxophone students some pointers during a musical
interlude on the Main Mall. The one-week camp, which concluded July 9,
attracted 260 students of all ages. The camp, the first of its kind held at
UBC, is expected to become a regular summertime fixture on campus,
according to Prof. Martin Berinbaum of the School of Music.
Thriving eagle population
requires vigilance:study
by Abe Hefter
Staff writer
A healthy bald eagle population lives
in the Lower Mainland and Fraser Valley,
according to a study conducted for the
provincial Ministry of the Environment.
However, with more than half the eagle
nest sites on private property, there are
no guarantees that the area's bald eagle
population will continue to thrive,
according to graduate student Barry
Booth.
'The bald eagle population in the Lower
Mainland-Fraser Valley region is one of
the most productive in the world," said
Booth.
"However, only 20 per cent ofthe eagle
nest sites in this area are formally
protected. In areas that are not protected,
nest sites are being disturbed to the point
of abandonment, nest trees are being
destroyed, and future habitat is being
eliminated.
"A strategy is clearly needed to ensure
the long-term health of this bald eagle
population. It is imperative that the
public understand the conservation
issues facing the bald eagle," he said.
In an effort to develop a conservation
strategy for the bald eagle in the Lower
Mainland and Fraser Valley, the B.C.
government commissioned Booth and
collegue Anthea Farr to pinpoint existing
nesting sights as part of a two-year project
and determine potential threats to these
nests.
Working with Forestry Prof. Fred
Bunnell out of the Centre for Applied
Conservation Biology in the Faculty of
Forestry, Booth and Farr surveyed 55
nesting sites by air and on foot. Interviews
were conducted with land owners,
naturalists, industry officials, city and
municipal planners, biologists, and B.C.
Forest Service officials to obtain
information on nest histories, locations
and possible threats.
The results indicate at least 28 active
bald eagle nest sites between Vancouver
and Hope. Another 19 bald eagle nests
are inactive, but at least 14 of these are
believed to be alternate nests within active
territories. There are also 27 nests of
unknown status.
"Of the 55 nests analysed, 28 are on
private property," Booth said.
"Although the wildlife act forbids the
cutting down of trees that are home to
eagle nests, the surrounding area often
isn't protected, which is where the
potential threat lies."
Booth said any disturbance in the
nesting area, especially during the critical
periods ofthe nesting season, could cause
the eagles to abandon their nests.
He has recommended a five-point bald
eagle conservation strategy, including
improved inventory ofbald eagle habitat use;
public education and involvement; improved
municipal involvement; new approaches to
encourage protection ofbald eagle habitat on
private lands; and the formation of a bald
eagle working group. 6 UBC Reports • July 15,1993
Kanjee to coach
women's field hockey
by Abe Hefter
Staff writer
Hashmuk Kanjee, the former
coach of the Canadian national
men's field hockey team, has been
named to replace Gail Wilson as
the UBC women's field hockey
coach.
Wilson will teach full time in
the School of Human Kinetics
after 16 years as T-Bird head
coach.
The coaching move is one of
several announced by the
Dept. of Athletics and Sport
Services.
Kanjee guided Canada's national men's team from 1989
to 1991. From 1984 to 1989,
he served as head coach and
provincial development coordinator for the British Co
lumbia Field Hockey Association.
A graduate of the University of Alberta, Kanjee, 42, is
certified as a level four coach
by the National Coaching Certification Program and this
year achieved the distinction
of master coach by the National Coaching Institute of
Victoria.
Meanwhile, Colleen Venne
has agreed to a one-year term as
interim women's volleyball
coach, replacing Donna
Baydock, who will take a yearlong leave of absence. Venne
comes to UBC from the University of Alberta where she coached
the Alberta Pandas junior team
and served as an assistant with
the Pandas varsity squad last
year.
Mike Coflin has agreed to a
three-year contract as head coach
of the T-Bird hockey team following two years on the job in an
interim capacity.
Dick Mosher will return to his
position as men's soccer coach
following a one-year sabbatical
leave. Mosher will also return to
his faculty position in the School
of Human Kinetics.
Interim soccer head coach
David Partridge, who guided the
T-Birds to their fourth consecutive national title last year, will
continue working toward a doctorate degree in the School of
Human Kinetics.
Kim Gordon, who has served
as acting intercollegiate coordinator since 1991, has been
officially appointed intercollegiate co-ordinator.
Classified
The classified advertising rate is $ 15 for 35 words
or less. Each additional word is 50 cents. Rate
includes GST. Ads must be submitted in writing 10
days before publication date to the UBC Community
Relations Office, 207-6328 Memorial Road,
Vancouver, B.C., V6T 1Z2, accompanied by payment
in cash, cheque (made out to UBC Reports) or
internal requisition. Advertising enquiries:822-3131.
The deadline for the August 12, 1993 issue of UBC
Reports is noon, August 3.
Miscellaneous
DO IT RIGHT! Statistical and
methodological consultation; data
analysis; data base management;
sampling techniques; questionnaire
design, development, and
administration. Over 15 years of
research and consulting experience
in the social sciences and related
fields. 433-7807.
SINGLES NETWORK Science
professionals and others interested
in science or natural history are
meeting through a North America-
wide network. For info write:
ScienceConnection,P.GBox389,
Port Dover, Ontario NOA 1N0 or
call 1-800-667-5179.
SUNDAY BALLROOM DANCES
Weekly, 2 - 4:30 pm. Admission
free til Sept. 1. False Creek
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Island. Call each Sunday to
confirm, 665-3425. Clean, dry,
non-marking shoes only. No spike
heels. Vancouver's best (taped)
international dance music.
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applied, marketing research
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9
Alma Mater Society of UBC has established a Publications Board
to oversee the production of its campus-wide publications, such as
fbyssey. This Publications Board has the following duties:
• the incorporation of AMS Publications
• the overall coordination of all AMS Publications while maintaining editorial
autonomy for each Publication
The Publications Board has been created for three purposes. Firstly, it will provide
all AMS Publications with technical, logistical, financial and educational support.
Secondly, it will more clearly separate the AMS's role as both publisher and
government, removing political influence from administrative decision-making.
Lastly, it requires ail AMS publications to be accountable to the community
they serve.
The Publications Board is searching for three UBC's Alumni Representatives, one
of whom must be involved in the commercial press. The term for the UBC Alumni
Representatives is three years.
Resumes can be forwarded to the UBC Alumni Association Executive Director,
Deborah Apps. The deadline for applications is July 30, 1993. For further information,
contact Deborah Apps at 822-8929, or AMS Vice President, Janice Boyle at 822-3092. UBC Reports ■ July 15,1993 7
Six UBC faculty
inducted as fellows
of Royal Society
Six UBC faculty members
were among 62 Canadian
researchers inducted as
fellows of the Royal Society of
Canada at a recent ceremony
in Ottawa.
The new fellows were elected by
Royal Society members on the basis
of their significant contributions to
their fields of study.
New UBC fellows are: Prof.
Emerita Marketa Goetz-
Stankiewicz, Dept. of Germanic
Studies; Prof. Fred Weinberg, Dept.
of Metals and Materials
Engineering; Associate Prof. Michael
Church, Dept. of Geography;
Adjunct Prof. David Farmer, Dept.
of Oceanography; Prof. Gordon
McBean, head, Dept. of
Oceanography; and Prof. William
Cullen, Dept. of Chemistry.
The Royal Society has also
awarded Chemistry Prof.
Stephen Withers the Rutherford
Memorial Medal in Chemistry
for 1993.
The Rutherford medals are
given annually by the society to
recognize outstanding research
in any branch of chemistry and
physics. Preference is given to
candidates in the earlier stages
of their careers.
Withers was cited for his
important contributions to the
understanding of the
mechanisms of enzyme action.
By combining biochemical and
physico-chemical
methodologies, he has become
one of the leading young
researchers in the study of
enzymic processes.
^...the best organized
International Congress
they had ever attended."
John R. Ledsome. MD- International Congress of Physiological Sciences
**...You provided meeting rooms for almost 4,000 people
and accommodation for over 2,000 for two weeks and did it
in a friendly and efficient manner."
Dr. Gordon A. McBean - International Union of Geodesy and Geophysics
**...You performed beyond the call of duty and were able
to foresee potential problems before they happened."
Dr. Daniel F. Gardiner- UBC Program for Executive Development
**...a mark of excellence to supply the needs of a
conference and receive no complaints!"
Mary Lou Bishoff- Anglican Renewal Ministries Conference
Let us help you plan
the best conference you've ever attended
• Accommodation in highrise lowers with spectacular
ocean and mountain views
• Set on 1.000 wooded acres only 15 minutes from
Vancouver city centre
• Flexible meeting areas for groups from 10 to 3,000
• Complete audio-visual services and satellite
communications available
• Catering for events from barbecues to dinner dances
• Comprehensive conference organization and
systems support
Write, phone
or fax for
video and
information
UBC
Conference
Centre
Iniversity of British Columbia
5961 Student Union Boulevard
Vancouver, BC Canada V6T 2C9
Telephone (604) 822-1060
Fax (604) 822-1069
CANADA'S LARGEST UNIVERSITY CONFERENCE CENTRE
People
by staff writers
University Prof. Charles McDowell has been appointed to the
Order of Canada.
A chemical physicist, McDowell, who is among the 39 new
members of the order, was head of the Dept. of Chemistry at UBC from
1955-1981.  He was appointed University Professor in 1981.
His research includes chemical kinetics, mass spectrometry,
molecular structure, and electron and nuclear magnetic resonance
spectroscopy.
McDowell's current research and literary activity include the history
of the Landry-Guillain-Barr Syndrome.
A native of Belfast, Northern Ireland, McDowell is senior fellow of the
American Institute of Physics, and a fellow of the Royal Society of
Chemistry, U.K., the Royal Society of Canada, the Chemical Institute of
Canada, and the European Academy of Arts, Sciences and Humanities
in Paris.
McDowell
Chemistry Prof. Chris Brion has won the 1993 John C. Polanyi Lecture Award from
the Chemical Institute of Canada for excellence in research in physical and
theoretical chemistry or chemical physics.
Brion is just the second recipient of the award; the first was Polanyi, who won the Nobel
Prize in Chemistry in 1987.
Brion uses electron momentum spectroscopy to image atomic and molecular orbitals.
look at molecular wavefunction evaluation and design and investigate chemical reactions at
the level of electrons.  His work finds application in wide areas of radiation chemistry,
physics and biology.
A principal investigator in the National Network of Centres of Excellence in Molecular and
Interfacial Dynamics, he has published more than 220 scientific papers.
As part ofthe award, Brion received $3,000 and addressed the annual conference ofthe
Canadian Society for Chemistry held recently in Sherbrooke, Que.
Peter Frost, associate dean, Faculty of Commerce and Business Administration, is the
winner ofthe David L. Bradford outstanding educator award for 1993.
Frost received the award in recognition of his exemplary work as a teacher and
mentor in the field of organizational behaviour.  He was also cited for his efforts in extending
his educational beliefs and values through his writings, his work with the Academy of
Management Teaching Committee and his leadership in the Organizational Behaviour
Teaching Society.
In addition, faculty members Larry Moore and Larry Shetzer, along with PhD student
Richard Stackman. are winners of the Fritz Roethlisberger Memorial Award for their article
Frond Lake: An Environmental Roleplay.
The award is given each year to the author(s) judged to have contributed the best paper
on the teaching of organizational behaviour and management published in the preceding
year in the Journal of Management Education.
This is the first time these two awards, sponsored by the Organizational Behaviour
Teaching Society, have been granted to faculty at the same school.
If you've noticed that staff members at the UBC Bookstore are walking a little taller
lately, it could be a result of kudos they received from the Canadian Booksellers
Association.
The CBA recently gave its Board of Directors Volunteer Award to the store's staff in
recognition of their contributions to the association during the past year.
"The award Is usually presented to an individual, but we have so many people working
for the CBA they decided to recognize our entire staff," said Bookstore Manager Debbie
Harvey.
Bookstore staff have been involved not only on various CBA committees, but also in
organizing the recent association conference held in Vancouver.
Singled out for their contributions were Harvey and staff members Greg Willett, Jennifer
Pike, Kathie Marteinsson and Wendy Truelove.
Bernard Bressler has been appointed head of the Dept. of Anatomy for a five-year term
effective July 1.
Bressler received an M.Sc. in Anatomy and a PhD in Physiology from the
University of Manitoba, and pursued postdoctoral studies in the Dept. of Neuroscience at
McMaster University in Hamilton, Ont.
He was a faculty member at the University of Saskatchewan before joining UBC's Dept. of
Anatomy in 1976. Bressler served as associate dean of research and graduate studies in the
Faculty of Medicine between 1987 and 1990 and as associate vice-president research, health
sciences for the past three years. The position was created to attract research funding from
the pharmaceutical industry.
Bressler, a past president of the Canadian Association of Anatomists and the Canadian
Federation of Biological Societies, currently chairs the cell physiology committee of the
Medical Research Council of Canada.
Frst-year music student Libby Yu is winner ofthe 1993 CBC Young Performers
Competition, piano division.
Yu, who won the competition last month in Ottawa, is a pupil of Prof. Kum-Sing
Lee of the UBC School of Music. The 18-year-old pianist will tour B.C. in the fall and is
scheduled as the prize performance for the UBC Wednesday Noon Hour Series at the Recital
Hall on March 9, 1994.
Among Yu's other accompishments are first-place finishes in the Canadian Music
Competition (1990), CFMTA National Mozart Piano Recital Competition (1991), and
Concours de l'Orchestre symphonique de Montreal (1991). Last year she was the top prize
winner at the Eckhardt-Gramatte National Piano Competition for the performance of
Canadian music. 8 UBC Reports ■ July 15,1993
Profile
Landscape architect champions new vision for city
Design for livin
by Gavin Wilson
Staff writer
When Moura Quayle was just
beginning her career in a job with
the B.C. parks branch, she was
disappointed that her bosses weren't as
eager to embrace innovation as she was.
"I quickly became frustrated with the
inability of the system to tolerate new
ideas," said Quayle, now an associate
professor of landscape architecture at
UBC. Then, catching herself, she lets
out one of her ready laughs. "Sound
familiar?"
Indeed, it is a familiar theme in a
career that has often run against the
grain of the established order. The
difference is that these days a lot more
people are paying attention.
Well-known on campus for her
teaching abilities, Quayle's reputation
outside UBC has grown rapidly in
recent years. Partly, it is built on her
work with various community groups,
but her rise to prominence really came
as chair of the City of Vancouver's
Urban Landscape Task Force.
The task force produced a report
called Greenways - Public Ways, a
visionary re-thinking of the city's public
spaces and relation to nature at a time
when big-city problems were
threatening Vancouver's liveability.
The report did not go unnoticed.
Quayle was recently named one of the
YWCA's Women of Distinction. She also
won the 1993 Canadian Society of
Landscape Architects President's
Award. The task force won the
Canadian Society of Landscape
Architects Honour Award both
nationally and regionally.
Wirking with the community
comes naturally to Quayle. who
is articulate and engaging. She
brims with vitality, sometimes
commuting by bike to her campus
studio as early as 6:30 a.m.
Although now one of Vancouver's best-
known landscape architects, Quayle fell
into the profession almost by accident
After graduating from high school in
Nanaimo, she enrolled in first-year Science
at UBC, but quickly discovered she was
"just not a scientist."
At a loss for what to do next she took a
battery of vocational counselling tests,
which narrowed her choices to music,
journalism and architecture. A counsellor
suggested landscape architecture, and her
life headed in a new direction.
After completing her undergraduate
degree at the University of Guelph,
Quayle worked for several years before
enrolling in graduate school at the
University of California, Berkeley.
She remembers the Bay area as an
exciting place, "active and urban...a hub
of design activity." One of her professors
there, Randy Hester, influenced the way
she approaches her work.
"He showed me that the designer is
not the only expert in making
communities that work," she said.
"Members of the community can have a
great deal of expertise. If a project is
done carefully, and at a neighbourhood
scale, a whole lot more can happen."
When Quayle arrived at UBC in
1983 to take a joint position with the
Landscape Architecture Program and
the School of Architecture, she used
those ideas to set up a community
design workshop for third-year
students.
That first term, Quayle and her
students helped design two community
gardens, one in the inner city
neighbourhood of Strathcona, the other
on the roof of the Manhattan
apartment co-op on Robson Street.
"As designers we discussed ideas
with the communities and asked
question like, 'Where will you store
tools? Where will children play? Where
will you have tea? How will it be
organized so you can plan for
expansion?'"
Tie students* role is generating
ideas and testing them out
with communities. At the end of
the school term, students leave a
visual product (a plan and sketches)
with community members to assist
them in the next phase of the
project, such as funding.
"It's a good exercise for designers
because, when you work at the
community level, at some point you
have to let go and walk away."
With this feeling for the community
and her outspoken opinions on other
civic projects, Quayle was a natural
choice for Mayor Gordon Campbell
when he appointed her to chair the
Urban Landscape Task Force.
Its report Greenways - Public Ways,
contained a vision of what Vancouver
Jane Wertzel photo
could be like in the year 2010 if steps
were taken to improve the quality of life.
She credits colleague Douglas Paterson,
former director of the Landscape
Architecture Program, with providing
many of the good ideas in the report.
"He's my mentor," she said. "He has
great ideas, and I try to word them in a
way people can hear them."
Based on principles of ecology,
Greenways - Public Ways proposed a
city of urban villages, each containing
the necessities of everyday life, places
where people could work, shop, play,
learn and socialize. Other goals
included more trees, a lively street life
and natural landscapes rather than
manicured parks.
One of the key proposals was the
creation of a system of greenways,
public park-like corridors for bikes and
pedestrians that would knit the city's
neighbourhoods, parks and cultural
centres together.
Other ideas found in the report
include reclaiming streets for
cyclists and pedestrians,
uncovering some ofthe 120 kilometres
of streams that once flowed in Vancouver,
and building a canal that would link False
Creek and Burrard Inlet.
Unlike some government reports,
which are filed and soon forgotten, the
Moura Quayle:
"This is a matter of
changing attitudes,
attitudes of politicians
and, most importantly,
attitudes of the
bureaucrats. In my
view, many members of
the public are already
on side."
task force volunteers are still active and
determined to see the city adopt its
proposals.
"I haven't let go of this. I can't let
go!" said Quayle.
F•ogress is slow, however, and
Quayle now feels they could
have done a better job of getting
civic officials to buy into the report's
recommend-ations.
"I can't quibble with what is
happening, I know they're working on
it, but they're not re-allocating enough
resources," she said.
"Recently I saw the city repaying
MacDonald Street and I had to ask
myself why. If I had a choice as a
taxpayer, I would put that money into
another method of transportation
instead.
"This is a matter of changing attitudes,
attitudes of politicians and, most
importantly, attitudes of the bureaucrats.
In my view, many members of the public
are already on side."
As ever, it is difficult to convince
others to accept new ideas, but Quayle
is not as easily frustrated as she was
once was.
"I'm finding out how to realize public
ideas, how to make things happen,"
she said, smiling.
"It's a learning process."

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