Open Collections

 THE UNIVERSITY OF BRITISH COLUMBIA
UBCREPORTS
Abe Hefter photo
Elvis Plays Freddy Wood
Theatre students Rhys Lloyd (left) and Nazgol Deravian perforin a scene
from Toronto, Mississippi, a play written by Creative Writing graduate Joan
MacLeod. The performance was part of a presentation by the Faculty of Arts
on the creative and performing arts for UBC's Board ofGovernors. Toronto,
Mississippi ran this month at the Frederic Wood Theatre.
John Turner, Audrey Thomas
among degree recipients
by Connie Filletti
Thomas
Staff writer
Nobel laureate Michael Smith, novelist Jane Rule and former Prime Minister
John Turner are among 17 distinguished
individuals to be awarded honorary degrees by the University of British Columbia this year.
Nominees are
distinguished
scholars, creative
artists, public
servants, prominent persons in
the community or
the professions
and others who
have made significant contributions
to the university
and the province,
nationally or internationally.
The honorary degrees will be awarded
during UBC's two graduation ceremonies: Spring Congregation, May 24, 25,
26 and 27 and Fall Congregation, Nov.
24.
Honorary degrees will also be
conferred on:
George Bowering,
a B.C. poet and
novelist and winner of the Governor General's
Award for poetry
in 1969 and fiction in 1980;
Margaret Catley-
Carlson, a UBC
graduate and former assistant secretary-
general of the United Nations: Wallace
Chung, a UBC professor emeritus of surgery and major contributor to the preservation and promotion of Chinese culture
in Canada; Koichiro Ejiri, president of
the Japan Foreign Trade Council and co-
chair ofthe Canada-Japan Forum 2000;
Otto Forgacs, senior vice-president of
research and development at MacMillan
McLean
Forgacs
Bloedel Ltd. and a leader in the development of a knowledge-based forest sector
in B.C. and Canada; Diana Kilmury,
the first and only female vice- president
of the International Brotherhood of
Teamsters; Verna
Kirkness, former
director of UBC's
First Nations
House of Learning
and recipient of
B.C.'s Outstanding Educator
Award in 1990;
David McLean,
former chair of
UBC's Board of
Governors and the
Vancouver Board
of Trade; Helen Mussallem, former
president of the Victorian Order of
Nurses, a Dame of the Order of St.
John and a recipient of the Florence
Nightingale Medal ofthe International
Red Cross; Patricia Proudfoot, former
judge of the Supreme Court of B.C.,
and ajudge ofthe
Court of Appeal
of British Columbia and Yukon
Territory since
1989; J. Lewis
Robinson, a UBC
professor emeritus of geography
who established
the geography
program at the
university;
William Saywell.
former president of Simon Fraser University and current president and CEO
of the Asia Pacific Foundation of
Canada; Sen Soshitsu, grandmaster
of Chado, the way of tea, who has
provided invaluable assistance to the
renovations of the tea house in UBC's
Nitobe Memorial Garden; and Audrey
Thomas, a UBC graduate and internationally acclaimed novelist and short
story writer.
Faculty of Dentistry
Kirkness
Orthodontic expert
appointed as dean
by Connie Filletti
Staff writer
Dr. Edwin Yen, head of the Dept. of
Preventive Dental Science at the University of Manitoba, has been appointed
dean of UBC's Faculty of
Dentistry for a six-year
term beginning July 1.
A graduate of Montreal's McGill University
where he earned his DDS
in 1973, Yen continued
his studies at the University of Toronto, completing postgraduate studies
in orthodontics and a PhD
in oral biology.
He began his academic
career at U of T as a lecturer in the Dept. of Orthodontics before joining
the University of Manitoba
in 1978 as an associate
professor in the Dept. of
Preventive Dental Science. He became
head ofthe department in 1987.
Dan Birch, vice-president. Academic,
praised him for successfully combining
teaching and quality research while maintaining clinical credibility. He cited Yen's
international reputation as a scientist
studying the fundamental processes un-
Yen
derlying the tissue changes that accompany orthodontically induced tooth movement.
The research is both intellectually
and technically demanding," Birch said.
The quality of the work and the relevance to dentistry was
quickly recognized by the
research community, resulting in continuous grant
support from the Medical
Research Council since
1979."
For the past three years,
Yen has been the Canadian Association of Orthodontists' representative to
the Canadian Dental Association committee of dental specialties.
He also currently
serves as president of the
Manitoba Orthodontic
Society and chair of the
Medical Research Council's dental sciences review committee.
Yen replaces Dr. Marcia Boyd, a professor of clinical dental sciences, who
was appointed dean pro tern in 1992
following the departure of Dr. Paul
Robertson who resigned as dean to accept an appointment at the University of
Washington.
United Way campaign
exceeds $300,000 goal
Thank You."
As a result of the universi
ty's   collaborative  effort,
UBC's United Way campus
campaign exceeded its goal
of $300,000 by approximately $2,000.
"A big thank you is
in order to UBC employees, students, and
professors emeriti who
contributed to the campus campaign
and made it such a rousing success,"
said campus campaign co-chair Chuck
Slonecker.
"UBC is the largest employer group
in the Lower Mainland and has shown
outstanding leadership in the community through its support of the
UnibedVfcy
United Way.     The  UBC
campus        campaign
topped   all   employer
group contributions in
the  Lower  Mainland
this year."
Slonecker   said
UBC  has  received
outstanding  community support for
its mission over the
years.  This is our way of expressing
our thanks and support back to the
community," he added.
Approximately 400 volunteers contributed their time and talents to make
the campaign a success, with more
than 1,500 individuals responding
with donations to the United Way.
Inside
ArtsFest Approaches
A three-day celebration of UBC's creative and performing arts
Survey Says 3
Although car pooling is on the rise, there's still room for improvement
Outstanding Athletes 11^
Several UBC athletes are in the running for B.C. athletics awards
Speech, Speech 12
Prof. Michael Smith confronts the future in his Nobel banquet speech 2 UBC Reports January 27,1994
Letters
Threat to status
quo the cause
of backlash
Editor:
As 1993's ugly events in
Counselling Psychology and
the still more recent whine
from a member of the Department of Psychology, James
Steiger, "Survey of female
faculty yields asymmetric
picture" (UBC Reports Jan.
13.) reveal, some men are
fr
increasingly disturbed by the
threat to their long-standing
monopoly of privilege in
Canadian universities.   Determined to ignore reality, and
evade responsibility, they've
become enthusiastic queue-
jumpers when it comes to
claims of pain and discrimination.   Despite their self-
serving demands, these are
not white men taking real
precedence in the experience
of battering, wage disparity,
and sexual harassment, all of
which and more would be
readily surrendered by real
victims.   Here in fact are men
who cannot bear to be anything else but the centre of
attention.  They dream of
patriarchal power which goes
on uninterrupted and
uncriticized.  For such commentators on our times a fair
deal is understandably
terrifying.  This is the reality
of the "backlash" against
feminism.
Veronica Strong-Boag
Director, Centre for Research in Women's Studies
and Gender Relations
Even mild discussion triggers backlash reaction
Editor:
The attempt to silence
women through backlash
responses such as James
Steiger's Forum article (UBC
Reports, Jan. 13) represents
the most serious aspect of the
chilly climate at UBC.  When
an incredibly mild, and
purposefully as positive as
possible, discussion of women's concerns (Campus needs
to welcome women, UBC
Reports, Oct. 28, 1993) is seen
as threatening the status quo
of people such as Mr. Steiger,
it is not surprising that women
are fearful to speak out.  I have
been cautioned by several
prominent UBC feminists to
avoid using words like chilly
climate and poisoned environment for fear of triggering
backlash. Mr. Steiger's article
is exhibit A in demonstrating
that their fears are not unfounded.
I would like to clarify some
of Mr. Steiger's misconceptions. To start with, I hope he
teaches his students to
distinguish between scholarly
research reports and newspaper articles. Attempting to
analyse the technical aspects
of a survey based on a brief
news report is like analysing
the techniques of a mime
based on a radio broadcast.  I
would have been happy to
provide Mr. Steiger and his
class with more information if
it were requested. Anyone
interested in the survey may
contact my office at 822-5415
and request a copy of the Second
Annual Report on the Status of
Women at UBC.
Mr. Steiger criticizes the
survey for not Including men
in the population studied.  His
criticism presumes that
women are only worthy of
study in comparison to men
and not in their own right.
Was this premise debated in
Mr. Steiger's class and were
students allowed the academic
freedom to disagree with Mr.
Steiger without fear of hurting
their grades?
My courses on research
methods taught that the
population to be studied
should be defined by the
questions being asked.  My
survey was designed to answer
the questions: What are the
perceptions and experiences of
women faculty at UBC regarding the climate for women, and
which issues are of concern to
the greatest number of
women? If there are men with
concerns similar to those of
women, the remedies the
administration is developing
will improve the climate for
them as well.
Mr. Steiger worries about
the expense of the survey. The
survey was performed in a very
cost-efficient manner, using
mostly in-house effort, the
capable and very reasonably
priced assistance of the
Educational Measurement
Research Group and constructive advice provided freely by
many of the university's social
scientists.
In his Forum article, Mr.
Steiger says that he got the
message that "men are guilty
oppressors and women helpless victims, so any solution
must be imposed on men from
above."  Did he read my
article? While the survey
covered many issues, I focused
my article specifically on those
which must be solved by
individual actions and can
never be imposed from above.
No one can force people to give
others helpful advice, engage
them in scholarly discussions,
and include them in friendly
social interactions or research
collaborations.
There are many reasonable
(non-oppressive) men on this
campus who genuinely contribute to a positive climate,
while there are others who
have inadvertently contributed
to the chilly climate by being
too busy with their own
concerns. The same must be
said for well meaning members
of mainstream society (able-
bodied Caucasian
heterosexuals of both genders)
who forget to include persons
of colour, lesbians and gays,
and persons with disabilities.
We are not helpless victims.
Many are taking action to
improve the climate of this
university.
Although not described in
UBC Reports due to limited
space, the survey included
analysis of the responses by
faculty, tenure status, rank,
age, and number of years of
experience at UBC. This
analysis indicated a number of
significant differences, especially by faculties. An analysis
of responses by department
was not included in the design
of the survey because of the
many departments with no or
few women.
Mr. Steiger questions
whether the 14 inappropriate
behaviours are innocuous.
Space limitations prevented
publication of the list in UBC
Reports, although several of
the items were cited in my
article. However, all of the
behaviours fit the definition of
a poisoned environment.
Nonetheless, the survey
respondents exhibited a
remarkable tolerance of these
behaviours. Unless they were
often the target of five or more
of the behaviours the majority
agreed that "Overall, I have
been treated in an appropriate
professional manner by my
university contacts." If they
were targets of these behaviours only a few times, they
had to be subjected to more
than eight of the items on the
list before the majority disagreed with the statement.
Whether this tolerance is
desirable is debatable. It may
actually serve to perpetuate
the problem, but is unfortunately a necessary defense
mechanism for survival in a
chilly climate.
Mr. Steiger, we could argue
forever over who is unhappiest
at UBC and whether women's
concerns are relevant to men,
or we could all work together
to make UBC a better place for
everyone.  I invite all the
members of the UBC community who choose not to be
"guilty oppressors" to take
action to change the climate.
The Graduate Student
Society declared Jan 17-22
"Chilly Climate Week" to open
discussion on these issues.
Let us now declare February
"Warming the Climate Month."
Everyone of good will should
look around and notice
someone in their unit who has
been left out of the "inner circles"
and include that person in
friendly discussions and scholarly
interactions. Be sure not to
forget staff and students.
Florence Ledwitz-Rigby
Advisor on Women
and Gender Relations
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IJBC 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.CV6T1Z2.
Managing Editor: Steve Crombie
Editor: Paula Martin
Production: Stephen Forgacs
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 ■ January 27,1994 3
Abe Hefter photo
Fidelma Clancy reviews her lines during a rehearsal of The Exile's
Delusion written by Creative Writing student Barrie Sherwood. The play
was one of 19 performed at the Dorothy Somerset Studio Jan. 19-23. Six
of the productions will be selected for ArtsFest and performed at the
Frederic Wood Theatre during the festival, Feb. 10-12.
UBC playwrights to take
the stage during ArtsFest
by Abe Hefter
Staff writer
The curtain will go up on a half-
dozen of UBC's "Brave New Play Rites"
next month as part ofthe UBC ArtsFest,
which runs from Feb. 10-12 at various
locations on campus.
ArtsFest is an initiative of the creative and performing arts departments
of the Faculty of Arts: Creative Writing,
English, Fine Arts, Music, and Theatre
and Film.
"For playwrights, the opportunity to
be involved in the production of a stage
play based on their efforts is an essential part of their education," said playwright and faculty advisor Joan
MacLeod, whose play, Toronto, Mississippi, recently concluded a 10-day run
at the Frederic Wood Theatre.
ArtsFest includes three evening performances of Brave New Play Rites, a
selected program of six witty, innovative and thought- provoking plays written by Creative Writing students.
The students take their productions very seriously," added MacLeod,
a sessional lecturer in the Creative
Writing Dept.
The Best of Brave New Play Rites
features selections from the 19 plays
that were written by UBC students and
presented at the Dorothy Somerset
Studio Jan. 19-23. Each one-act, student-run production is approximately
20 minutes in length.
ArtsFest will also include an exhibition of artworks by Mark Lewis in
the Fine Arts Gallery, Main Library;
student productions of The Lover, No
Exit, and the Empire Builders at
Frederic Wood Theatre; Stringfest, featuring violinist Andrew Dawes and
pianist Robert Silverman, and a performance by jazz trumpet virtuoso
Bobby Shew and the UBC Jazz Ensemble, both at the Music Building
Recital Hall.
For more information on these and
other ArtsFest exhibits, phone 822-
9161.
Worker survives 12,000 volt shock
A Vancouver man is recovering at home
after receiving an electrical shock of
12,000 volts in an industrial accident on
campus Jan. 13.
Bill Clarke, an employee of Ricketts-
Sewell Electric Ltd., electrical subcontractors working on the Green College
project, is believed to have been working
on a transformer when a rag he was
using came in contact with a live conductor, said John Bramley, electrical
trades supervisor in UBC's Plant Operations Dept.
Clarke, who sustained burns approximately the size of a dollar coin to his right
thumb and wrist and to the calf of his
right leg, underwent a skin graft operation at the Vancouver Hospital and Health
Sciences Centre on Jan. 15.
The mishap left 14 buildings located
primarily in the northwest corner of campus, including the Museum of Anthropology, Parking and Security Services, Computer Sciences, the Faculty Club and
the Asian Centre without power for approximately two hours before.
UBC's Dept. of Health, Safety and
Environment and the Workers' Compensation Board are investigating the
incident.
Car pooling gaining
ground, survey shows
by Abe Hefter
Staff writer
Growing numbers of campus commuters are joining forces to curb the
increase in the number of vehicles on
campus, results from UBC's third annual
traffic survey show.
Despite the encouraging results, John
Smithman, director of Parking and Security Services, says there is still room for
improvement.
Between 1991 and 1992, the total
number of commuter vehicles on campus
increased by 1,200 to approximately
32,200. According to results ofthe Oct.
31-Nov. 6 survey, the Increase this year
slowed to 600 vehicles, bringing the total
of commuter vehicles to 32,800 a day.
"Our goal is to see a decrease in the
number of vehicles coming to campus
next year," said Smithman. "Breaking
even would be encouraging, but we won't
be satisfied until the numbers start to
decline."
A sample of 32,000 commuters indicates that the percentage of single drivers
has decreased by 11 per cent since 1991,
while the percentage of commuters travelling in groups of more than two has
doubled during the period.
This increase in pooling is very encouraging and the Jack Bell Foundation
deserves much credit for the implementation of the van pool program on campus." said Smithman.
There are 17 vans on the road with six
or more passengers but many other
groups of people on campus have gotten
together on their own to form private van
pools."
Smithman said he is concerned that
the profile of peak travel times to and
from UBC has not changed since the
survey was first done in 1991. He feels
reducing the requirement of travel at
peak times through modified start times
would enable faculty, staff and students
to take advantage of a less crowded transit system.
"In addition, managers should consider the potential of telecommuting,
which would allow employees to do some
of their work at home. The result would
be further reductions in the number of
vehicles on campus, along with cleaner
air and less traffic congestion."
The 1993 traffic survey indicates that
the number of vehicles on campus per
15-minute period peaks at 11,000 between 11 a.m. and noon on an average
weekday. Inbound traffic peaks at 1,750
vehicles per 15-minute period at 8 a.m.
and outbound traffic peaks at approximately 1,400 vehicles per 15-minute period just before 5 p.m.
Telling your life story may
have therapeutic value
by Abe Hefter
Staff writer
It's boarding time.
You've nestled comfortably into your
airplane seat, your eyelids heavy with
sleep, when all of a sudden the person
next to you wants to talk.
Not just to talk, but to reveal the most
intimate of life's details.
To share a life story. ■bmbbm^hhb
Brian de Vries, an
assistant professor in
the School of Family
and Nutritional Sciences, specializes in life
review and is interested
in ways in which men
and women tell the stories of their lives, and
the extent to which storytelling changes during a person's life.
"The prevailing
theory is that people
tend to review their lives
as they get older, or
closer to death," said
de Vries. "As they grapple with their mortality
people want to assure
themselves they've left
their mark and made an impact."
Life review can take many forms. It is
often vocalized or put in writing in an
autobiographical fashion.
To understand who we are, I believe
we have to understand where we're coming from," said de Vries. "I've interviewed
approximately 80 adults in recent years
to find out where they're coming from,
and the different ways people reveal it."
De Vries interviewed men and women
in early, middle and late adulthood: ages
18-25, 35-50 and over 65. He then asked
each person to identify significant past
events and anticipated events on a time
line stretching from birth to death, and to
talk about them.
He discovered that, in general, women
tend to identify more events than men.
Women would include events which
they've shared with others, including fam-
"The prevailing
theory is that people
tend to review their
lives as they get
older, or closer to
death. As they
grapple with their
mortality, people
want to assure
themselves they've
left their mark and
made an impact."
Brian de Vries
ily and friends. Men, on the other hand,
focus on personal and professional
achievements and accomplishments.
Although there were gender differences,
there weren't as many age differences,
said de Vries.
"You might expect older people to have
a greater number of life events than
younger people, but when you put their
time lines together, they
^^^^■h     share roughly the same
number of events."
It seems, however,
that older people look
at more of a global picture while younger people tend to highlight
more   specific   events.
Life events are clustered
in young adulthood for
young and old adults
alike. And events ofthe
more recent past tend
to be larger in proportion.
"Just exactly what
constitutes an event
needs to be better understood," said de Vries.
"What seems to be clear,
however, is that life review of these events is
age  and  nearness  to
of
independent
death."
De Vries is currently working with a
group of seniors to study the therapeutic
aspects ofthe telling of life stories through
guided autobiographies.
"I think people who are in a life transition, such as moving into a care facility,
or those who have recently lost a loved
one, may benefit from this type of structured exercise. By sharing one's life
story, you can break down barriers that
exist between people."
The guided autobiographies are fashioned in a group setting with participants
writing small essays on specific themes
and then sharing them with others.
The group provides motivation for
participation and a built-in form of support. I believe the exercise has wonderful
therapeutic potential." 4 UBC Reports January 27,1994
Calendar
January 30 through February 12
Sunday, Jan. 30
Museum of Anthropology
Concert
Native Education Centre Drummers. MOA Great Hall from 2:30-
3:30pm. Free with museum admission.  Call 822-5087.
Monday, Jan. 31
Visiting Scientist
Chemistry Seminar
DNA Binding And Cleavage
Chemistry Of Calicheamicin. Dr.
George Ellestad, American Cy-
anamid Co., Pearl River, NY.
Chemistry 225 at 10:30am. Call
822-4511.
Plant Science Seminar
Plants Under Pressure: Convec-
tive Gas Transfer In Bulky Organs. Peter Jolliffe, Plant Science.
MacMillan318Dat 12:30pm. Refreshments. Call 822-9646.
Astronomy /Geophysics
Seminar
CCD Studies Of Cometary Grains.
Tobias Kreidl.U. of Arizona. G&A
260 at 4pm. Refreshments at
3:30pm.  Call 822-2696/2267.
Mechanical Engineering
Seminar
Dynamics/Control Of Tethered
Satellite Systems. Satyabrata
Pradhan, PhD student. Civil/
Mechanical Engineering 1202
from 3:30-4:30pm. Call 822-
6671.
Tuesday, Feb. 1
Faculty Women's Club
Meeting
Adventure - In Search Of The
Polar Bear On Baffin Island; The
Grizzly Bear In Alaska, Wanda
Keay, author/wildlife photographer. Cecil Green Park main
floor at 10am. Call 535-7995.
Pharmaceutical Sciences
Seminar
Fluorinated Analogues As Mechanistic Probes In Valproic Acid
Hepatotoxicity I. Wei Tang, grad
student, Pharmaceutical Chemistry. IRC #3 from 12:30-1:30pm.
Call 822- 4645.
Modern Chemistry Lectures
Computers In The Introductory
Chemistry Laboratory. Dr.
Sophia Nussbaum, Chemistry.
Chemistry250at lpm. Call 822-
3266.
Oceanography Seminar
A Cart In Front Of The Horse?
Seasonal Cycle Of Mixed Layer
Temperatures In An OGCM With
A Specified Atmosphere. Josef
Cherniawsky, Canadian Climate
Centre, Victoria. BioSciences
1465 at 3:30pm. Call 822-3626.
Continuing Studies Lecture
Series
Six Tuesday sessions. Approaches to Michael Ondaatje:
History, Myth-Making And The
Body. Glenn Deer, asst. prof.,
English. Buchanan B-214 from
7-8:30pm. $65; $40 seniors. Call
222-5203.
Continuing Studies Lecture
The Future Of Jobs. Roslyn
Kunin, economist, Laurier Inst.;
Craig Riddell, head. Economics,
UBC; Sharon Singer, asst. prof,
Social Work and co-chair BC Income Assistance Adv. Committee.
IRC #6 from 7:30-9:30pm. Tickets
at the door. Call 222-5272.
Theatre Performance
Continues through Feb. 5th. The
Empire Builders by Boris Vian,
directed by Alison Aylward, Theatre/Film. Dorothy Somerset Studio at 8pm. $5 adults, $3 students/seniors. Preview Tues. Feb.
1, 2 for $5.  Call 822-2678.
Artist's Talk
Blood Artist, Faye Heavyshield.
Museum of Anthropology Theatre
Gallery from 7:30- 8:30pm. Free
to the public.  Call 822-5087.
Continuing Studies Lecture
The Japanese Mob Scene. Joshua
Mostow, Asian Studies. Lasserre
107 from 7:30- 9pm. Admission
$10.  Call 222-5203.
Wednesday, Feb. 2
Orthopaedics Grand Rounds
Total Knee Arthroplasty: Lessons
From The 1980s: Problems In The
90s. Dr. D.W. Werry, chair; guest
speakers TBA. VGH Eye Care
Centre auditorium at 7am. Call
875-4272.
Noon Hour Concert
Robert Davidovici, violin; Eric
Wilson, violoncello; Rena Sharon,
piano. Music Recital Hall at
12:30pm. Admission $2. Call
822-5574.
Microbiology Seminar
Mechanisms Of Poxvirus Virulence. Dr. Chris Upton, Biology,
U. Vic. Wesbrook 201 from 12-
lpm.   Call 822-3308.
Geography Colloquium
Patterning Of Plant Communities
And Edaphic Factors Along A High
Arctic Coastline. Larry Bliss,
Botany, U. ofWashington. Geography 201 from 3:30-5pm. Refreshments at 3:25pm. Call 822-
5612.
Geophysics Seminar
Ocean-Bottom Geoacoustic Studies In The Canadian High Arctic.
Stan Dosso, Defence Research
Establishment Pacific. G&A 260
at 4pm. Refreshments at 3:45pm.
Call 822-3466.
Pharmaceutical Sciences
Seminar
Antioxidants In Heart Disease.
Suzanne Malfair, PhD student,
Clinical Pharmacy. IRC #5 from
4:30-5:30pm.  Call 822-4645.
Institute For Science
Lecture
Maya Cosmos: 3000 Years On The
Shaman's Path. Dr. Linda Scheie,
Mayanist, U. ofTexas. Orpheum
Theatre at 7:30pm. 1/2 price tickets available at UBC Bookstore.
Call 280-2801.
Continuing Studies Lecture
Series
4 Wednesday sessions. Leonard
Cohen: Life Of A Ladies'Man. Ira
Nadel, prof. English, CBC book
critic. Family/Nutritional Sciences
40 from 7:30-9pm. $45;$20 seniors.  Call 222-5203.
Red Cross Blood Donor
Clinic
Main lobby upper level Woodward
IRC from 10am-4pm. Donors are
reminded to bring identification
and to eat a substantial meal 1-4
hrs. prior to donating. Call 877-
7810.
Continuing Studies Lecture
The Information Highway: Where
Does It Lead? Jonn Martell, LAN
analyst, UCS; Robert Goldstein,
assoc. prof. Commerce. IRC #1
from 7-9pm. Admission $35. Call
222-5203
Thursday, Feb. 3
Pharmaceutical Sciences
Seminar
Therapy For Myocarditis: What Is
Our Hope? Dr. Bruce McManus.
Pathology/Laboratory Medicine,
Medicine. IRC #3 from 11:30am-
12:30pm.   Call 822- 4645.
Faculty Association
Information Meeting
RRSP Proposal. Ms. Donna Moley.
Mathematics 100 at lpm. Question period will follow. Call 822-
3883.
Physics Colloquium
The Hunt For The Dark Matter. K.
von Bibber, Lawrence Lab.
Hennings 201 at 4pm. Call 822-
3853.
Continuing Studies Lecture
Series
Six Thursday sessions. Listening
To Classical Music With A Different Perspective. Carol Zacher,
Juilliard School of Music. Music
304 from 7:30-9pm. $65; $40
seniors. Call 222-5203.
Friday, Feb. 4
Health Care/Epidemiology
Grand Rounds
The Spirit Of Shaughnessy: Did It
Survive Closure? Bert Boyd, Transition Coordinator, Shaughnessy
Hospital. James Mather 253 from
9-10am.   Call 822-2772.
Paediatrics Grand Rounds
Feeding And Swallowing Disorders
In Infancy. Robin Glass/Lynn S.
Wolf. Children's Hospital/Medical Centre, Seattle. GF Strong
Auditorium at 9am. Call 875-
2307.
Occupational Hygiene
Program Seminar
Working In A Multicultural Environment. Rhonda Margolis, independent consultant in Training/
Development. Chemical/Mechanical Engineering 1202 from 12:30-
1:30pm.  Call 822-9595.
Chemical Engineering
Seminar
Biomass Assessment/Feeding
Management In Salmon Sea Cage
Farming. Dr. R.J. Petrell, asst.
prof. Bio-Resource Engineering.
Chemical Engineering 206 at
3:30pm.  Call 822-3238.
Music Concert
Distinguished Artists. Janina
Fialkowska, piano. Music Recital
Hall at 8pm. Adults $15, students/seniors $8. Call 822-5574.
Saturday, Feb. 5
Vancouver Institute Lecture
The Discovery Of Klondike Gold:
Contributions From First Nations'
Oral Tradition. Prof. Cruikshank,
Anthropology. IRC #2 at 8:15pm.
Call 822-3131.
Monday, Feb. 7
Plant Science Seminar
Meeting The Needs Of Industry: A
New Cooperative Approach to Hor-
ticulture Education In B.C.
MacMillan 318D at 12:30pm. Refreshments. Call 822-9646.
Applied Mathematics
Colloquium
A Variational Formulation Of
Nonlinear Systems Of Conservative Laws. Dr. Michael Sever, Computer Science, Hebrew University
of Jerusalem. Mathematics 203 at
3:30pm.  Call 822-4584.
Mechanical Engineering
Seminar
Peripheral Milling Of Flexible
Structures. Ethan Budak, PhD
student. Civil/Mechanical Engineering 1202 from 3:30-4:30pm.
Call 822-6671.
English Language Institute
Professional Development
Workshop For Language Teachers
Also Feb. 9. Public Speaking/
Debating. Carr Hall Conference
Room from 7-9pm. $65. Call 222-
5208 to register. Engineering 1202
from3:30-4:30pm. Call822-6671.
Continuing Studies Lecture
Series
SixMonday sessions. Medieval Lives.
Sian Echard, asst. prof, English.
Lasserre 105 from 7:30-9pm. $65:
$40 seniors. Call 222-5203.
Chinese New Year
Celebration
"Spring Festival Fair At Ditan
Gongyuan." Entertainment, free
admission. Asian Centre Auditorium. Phone 822-4688 for reservations before Feb.3.
Tuesday, Feb. 8
Botany/Biotechnology
Seminar
Nutrient Stress/Adaptation In
Cyanobacteria. Dr. Arthur
Grossman, Plant Biology, Carnegie
Inst. BioSciences2000from 12:30-
1:30pm. Call 822-2133.
Lectures In Modern
Chemistry
Designing And Building New Solids: From Superconductors To
Superhard Materials. Dr. Charles
Lieber, Chemistry, Harvard U.
Chemistry 250 at lpm. Refreshments at 12:40pm. Call 822-3266.
Continuing Studies Lecture
Series
Six Tuesday sessions. Private Identity And National Crises: American Winners Of The Nobel Prize
For Literature 1930-93. Deborah
Lendon, MA. Hotel Georgia from
2- 3:30pm. $65; $40 seniors. Call
222-5203.
Oceanography Seminar
Radionuclide Mobility In Lake
Sediments, John Crusius, Oceanography. BioSciences 1465 at
3:30pm.   Call 822-3626.
Microbiology Seminar
An Essential Gene In The Nematode Caenorhabditis Elegans Encodes Kex-2 Like Endoproteases.
Dr. Colin Thacker, Medical Genetics. Wesbrook 201 from 12-lpm.
Call 822-3308.
Continuing Studies Lecture
Series
SixTuesday sessions. Art Through
History: Rembrandt To Rothko.
Rebecca Fairbairn, MA. Lasserre
105 from 7:30-9pm.    $85; $60
seniors.   Call 222-5203.
Wednesday, Feb. 9
Orthopaedics Grand Rounds
Osteolysis Of Bone. Dr. P.T.
Gropper, chair. VGH Eye Care
Centre at 7am. Call 875- 4272.
Noon Hour Concert
Dietmar Schmuecker, piano.
Music Recital Hall at 12:30pm.
$2.   Call 822-5574.
Centre for Japanese
Research Seminar
Organization Of Japanese Business Networks. Michael Gerlach,
Commerce/Business Admin.
Asian Centre 604 from 12:30-
2pm.   Call 822-5612.
Geography Colloquium
From Frontier To Periphery: The
Symbolic Narrative Of Jewish Settlement In Palestine - Israel.
Shloma Hasson, Hebrew University of Jerusalem. Geography
201 from 3:30- 5pm. Refreshments at 3:35.  Call 822-5612.
ArtsFest Theatre
Performance
Continues through Feb. 12th.
The Empire Builders by Boris
Vian, directed by Alison Aylward,
Theatre/Film. Dorothy Somerset Theatre at 8pm. $5 adults,
$3 students/seniors. Call 822-
2678.
Thursday, Feb. 10
French Conference
Backlash Against... Post modernism (Calliniros),
Deconstruction (Ellis), Feminism
(Faludi). Buchanan Tower 799
;  at 11:30am.   Call 822-4025.
I  Continuing Studies Lecture
Series
Six Thursday sessions. International Scene. Six UBC faculties
represented. Hotel Georgia York
Room from 12-1:30pm. Bring
lunch. $65; $40 seniors. Call
222-5203.
Food Science Seminar
i Quality Of Irradiated Vegetables.
Dr. Robert Cumming. MacMillan
256 at 12:30pm. Call 822-3404.
Policy Studies in Education
Seminar
Public Policy Formation In The
New Estonia.    Dr. Mare Haab,
', Estonian Academy of Sciences,
: Tallinn. Ponderosa H Annex 123
from 12:30-2pm. Call822-2593.
UBC ArtsFest 94
UBC Contemporary Players directed by Andrew Dawes. Music
Recital Hall at 12:30pm. Call
822-5574.
Women's Faculty
Association Seminar
Women, Pensions And Retirement. Leah Stasik. School of
Social Work (Jack Bell 222) at
UBCREPORTS
CALENDAR DEADLINES
Calendar items must be submitted on forms available from the UBC Community Relations Office, 20'7-
6328 Memorial Road, Vancouver, B.C. V6T 1Z2. Phone:
822-3131. Fax: 822-2684. Please limit to 35 words.
Submissions for the Calendar's Notices section maybe
limited due to space. Deadline for the February 10 issue
of UBC Reports — which covers the period February 13
to February 26 — is noon, February 1.
MB Calendar
UBC Reports ■ January 27,1994 5
January 30 through February 12
12:30pm.   Refreshments.
822-3883.
Call
Botany Seminar
Order And Organization In
Lodgepole Pine Forests Of West-
Central B.C. Alfred Brulisauer,
PhD candidate. BioSciences
2000 at 12:30pm. Call 822-
2133.
Sustainable Development
Research Institute Seminar
Community Risk Perception Of
Incinerator Facilities. Dr. Clyde
Hertzman, Health Care/Epidemiology. SORT meeting room,
HutB5 at 12:30pm. Call 822-
8198.
Commerce Lecture
Your Privacy: Can It Survive The
Era Of Technological Voyeurism.
Eugene Oscapella, lawyer. David
Lam Management Research Centre from l-2:30pm. No fee. Call
822- 8495.
Continuing Studies Lecture
Series
5 Thursday sessions. The Crusades. Five UBC faculties represented. Hotel Georgia from 2-
3:30pm. $55; $30 seniors. Call
222-5203.
Applied Ethics Colloquium
Winner - Take - All Markets.
Robert Frank, Goldman Smith
Prof, of Economics, Ethics/Public Policy, Cornell U. Angus 225
at 4pm.  Call 822-5139.
Continuing Studies Lecture
Series
6 Thursday sessions. Contemporary Art: Always Contentious,
Kevin Steinke, MA candidate.
Arts. Lasserre 107 from 7:30-
9pm. $65; $40 seniors. Call
222-5203.
Continuing Studies Lecture
Astronomy In The Headlines.
Jaymie Matthews, PhD, assoc.
prof.. Geophysics. GeoSciences
135 from 7-10pm. $35. Call
222-5203.
UBC ArtsFest 94
UBC Chamber Strings Eric
Wilson, director; Andrew Dawes,
violin soloist; Robert Silverman,
piano soloist. Music Recital Hall
at 8pm. Adult $5. student/senior $3.  Call 822-5574.
CICSR Distinguished
Lecture Series
New Abstractions For Scalable,
Portable Parallel Programming.
Dr. Lawrence Snyder, U. ofWashington. CICSR/CS 208 from 4-
5:30pm.  Call 822-6894.
Friday, Feb. 11
Paediatrics Grand Rounds
Steroids And The Developing
Lung. Dr. VugranamVenkatesh,
Newborn Services, Children's
Hospital. GF Strong Auditorium
at 9am.  Call 875-2307.
Health Care/Epidemiology
Rounds
Measure Quality Of Life For The
Assessment Of Health Care Effectiveness. Dr. David Haddon,
research assoc, Centre for
Health Services/Policy Research.
Mather 253 from 9-10am. Call
822-2772.
Health Services/Policy
Centre Research Seminar
The New Zealand Health Care Reforms: Lessons For British Columbia. Dr. David Haddon, faculty medical consultant to the
Government of New Zealand. IRC
414from 12-lpm. Call822-4969.
Cognitive Science
Conference
Continues on Sat. Modelling Rational/Moral Agents. Co-sponsor:
UBC Centre for Applied Ethics.
SFU Harbour Centre Campus. Fri.
12-9:30pm; Sat 9am-7pm. Call
822-5139.
UBC ArtsFest 94
PianoForte featuring Jane Coop,
Robert Rogers, Rena Sharon and
others. Music Recital Hall at
12:30pm.  Call 822-5574.
Occupational Hygiene
Seminar
Work Place Implications Of AIDS.
Dr. Rick Mathias, prof., Health
Care/Epidemiology. Chemistry/
Mechanical Engineering 1202 from
12:30-l:30pm.   Call 822-9595.
Theoretical Chemistry
Seminars
Electrical Double Layer Theory:
The Current Status. Dr. S. Levine,
Chemical Engineering. Chemistry 402 at 4pm.  Call 822-3997.
Chemical Engineering
Sustainable Land/Water Use For
Food/Fibre Production. Sietan S.
Chieng, acting head, Bio-Resource
Engineering. Chemical Engineering 206 at 3:30pm. Call 822-
3238.
Physics Colloquium
The Quantum Hall Effect: Universal Physics From Dirty Devices. S.
Girvin, Indiana U. Hennings 201
at 4pm.  Call 822-3853.
UBC ArtsFest 94
UBC Jazz Ensemble with guest
Bobby Shew, trumpet soloist; Fred
Stride, director. Music Recital Hall
at 8pm. Adults $5, students/
seniors $3.  Call 822-5574.
Saturday, Feb. 12
Law Symposium
Eastern Europe And Russia: A
Perspective. Curtis 101 from 9am-
5pm. Call Jane Latter at 822-
4238/222-9225.
English Language Institute
Professional
Development Series For Language
Teachers. Public Speaking/Debating. Playbuilding: Using Drama
Techniques. Carr Hall Conference
Room from 9am-12pm. $50. Call
222-5208 to register.
UBC ArtsFest 94
University Singers with James
Fankhauser, director. Music Recital Hall at 8pm. $5 adults, $3
students/seniors. Call 822-5574.
Vancouver Institute Lecture
After NAFTA: Where Do We Go
From Here? Dr. Murray G. Smith,
dir.. Centre forTrade Policy/Law,
Carleton U., Ottawa, IRC #2 at
8:15pm.   Call 822-3131.
Notices
Student Housing
The off-campus housing listing
service offered by the UBC Housing Office has been discontinued.
A new service has been established by the AMS to provide a
housing listing service for both
students and landlords. This service uses a computer voice messaging
system. Students call 822-9844,
landlords call 822-9847.
Campus Tours
School and College Liaison tours
provide prospective UBC students
with an overview of campus activities/ faculties/services. Fridays at
9:30am. Reservations required one
week in advance.  Call 822-4319.
Disability Resource Centre
The centre provides consultation
and information for faculty members with students with disabilities. Guidebooks/services for students and faculty available. Call
822- 5844.
Women Students' Office
Advocacy/personal counselling
services available. Call 822-2415.
Duplicate Bridge
Informal game open to the public.
$2 fee includes refreshments.
Wednesdays at the Faculty Club.
Play begins at 7:30pm. Singles
welcome but should arrive early to
arrange partnerships. Call Steve
Rettig at 822-4865.
Sexual Harassment Office
Advisors are available to discuss
questions or concerns and are prepared to help any member of the
UBC community who is being sexually harassed find a satisfactory
resolution. Call Margaretha Hoek
at 822-6353.
Depression/Sleep Study
Volunteers who suffer from both
depression and sleep disturbances,
ages 18-55, required for study involving medication treatment.
Honorarium. UBC Sleep Disorders Program. Call Carolyn at
822-7927.
Study In Parenting
Couples with a 5-11 yr. old son are
wanted for a psychology study on
parenting style. Families will be
paid for participating. UBC
Parenting Lab.  Call 822-9037.
The Human Sexual Response
A study by psychology directed
toward physiological arousal in
women. Volunteers must be between 18-45 and heterosexual.
Honorarium.  Call 822-2998.
Clinical Research Support
Group
Faculty of Medicine data analysts
supporting clinical research. To
arrange a consultation, call Laurel
at 822-4530.
Psychology Cognition/
Emotion Study
Seeking participants ages 21-60
for studies exploring the cognitive
effects of emotions. Participation
involves three 90-minute sessions
spread over 1-2 weeks. Honorarium of $30. Call Dawn Layzell/
Dr. Eric Eich at 822-2022.
Drug Inter-Action Study
Volunteers at least 18 years required for participation in Pharmacology/Therapeutics Study.
Eligibility screening by appointment. Honorarium upon completion of study. Call 822-4270.
Statistical Consulting/
Research Laboratory
SCARL is operated by the Dept.
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.
Badminton Club
Faculty/staff are welcome to join
in the fun at the Robert Osborne
Centre-Gym A, on Fridays now
through Mar. from 6:30-8:30pm.
Cost is $15, plus library card.
Call John at 822-6933.
Nitobe Garden
Open weekdays only from 10am-
3pm.  Call 822-6038.
Botanical Garden
Open daily from 1 l-5pm. Shop
In The Garden.  Call 822-4529.
A New Spirit
of Giving
A national program to encourage giving and volunteering.
BUILDING
ON
THE
UBC
MISSION
Facts
compiled
by
Campus
Planning &
Development.
For more
detailed
information
contact:
K. Laird-Burns,
at 822-8228
E-mail:
laird@unixg.ubc.ca
or "View UBC".
Under Construction
...Advanced Materials Processing Engineering Lab (AMPEL),
the latest building under construction, is located adjacent to
the Pulp and Paper Centre on East Mall. Completion expected
by mid 95 ...The Morris and Helen Belkin Art Gallery,
replacing the old gallery in Main Library is now underway
along Main Mall in front of Frederic Wood Theatre. Completion
expected late '94 ...The Rose Garden Parkade, a 950-car
underground parkade and complete Rose Garden restoration is
well underway beside the Faculty Club. Completion expected
'94/08 ...Faculty of Education's Scarfe Expansion & Renovation at the corner of Main Mall and University Blvd. is
underway with expansion of the Teacher Education Office and
excavation for the new Education Library. Ongoing construction and renovation until mid '95 ...The Thunderbird Student
Housing complex is starting to take shape along Thunderbird
Blvd. Completion expected '94/08. Site preparation for the
National Research Council's Institute for Machinery Research (NRC/MR) is underway with completion expected late
'94 ...Green College, graduate student residence adjacent to
Cecil Green House will soon be complete. Watch for construction to begin on the Walter C. Koerner Library Centre and the
C.K. Choi Building for the Institute for Asian Research later
this year. Complete...Centre for Integrated Computer Systems Research/Computer Science and University Apartments n.
Infrastructure Projects
...Roads, the widening and repaving of Wesbrook at Chancellor
continues...Lighting, Agricultural Walk from SUB to Place
Vanier continues until March... Implementation ofthe new
Urban Systems Plan begins with exterior signage installed at
CICSR, Social Work and Brock Hall. As part of the Main Mall
Restoration Project, Plant Operations will be replacing four
oak trees in declining health in February, in front of the
Commerce and MacMillan buildings.
Project Information Meeting
Mid February for the Multi-Tenant Facility; Chemical/Bio-
Engineering, St. Mark's Chapel and various utility and infrastructure projects. If you are not already on our mailing list
please contact us. More information to follow. 6 UBC Reports January 27, 1994
THE UNIVERSITY OF BRITISH COLUMBIA
EMPLOYMENT EQUITY PLAN UPDATE
December 1993
THE UNIVERSITY OF BRITISH COLUMBIA
January 27, 1994
Dear Colleague:
The following report, prepared for me by Sharon E. Kahn, Director of
Employment Equity, describes the University's progress toward the achievement of its 1991 Employment Equity Plan. As you will see from the updated
Plan, the University is striving to achieve a qualified, representative work
force by modifying our human resource practices and systems so that we
eliminate artificial barriers to employment opportunities.
To support our diverse work force, the University also is implementing
various special measures and remedial actions, including the allocation of
funding to hire senior faculty women and to provide adaptive supplies and
equipment for disabled employees. Moreover, the University is enhancing
the workplace environment for all employees. For example, UBC now offers
orientation sessions for new employees and training courses in equity
issues for faculty and staff. Finally, the University continues to monitor the
implementation of our employment-equity program by collecting, analysing, and reporting data on designated-group faculty and staff.
I believe UBC's employment equity program strengthens the University's
commitment to the principles of individual achievement and merit in
employment decisions. I urge you to read this report and discuss it with
your colleagues. Please direct any questions about UBC's employment-
equity program to Dr. Kahn, c/o President's Office.
Yours sincerely,
David W. Strangway
President
OBJECTIVE A:
Review of UBC's employment policies
and practices for their potential discriminatory effect on members of designated groups; design of policies and
practices to support employment opportunities for designated-group members.
1. Prepare an analysis of central administration policies affecting recruitment, selection, promotion, and terms
and conditions of employment, including training, development, compensation, and termination.
Responsibility: Director, Employment
Equity
Progress: The Director of Employment
Equity, with assistance from the Department of Human Resources and the President's Advisory Committee on Employment Equity, undertook a review of central administration employment policies
in 1990. A report of the review was
published in UBC Reports in November
1990. This review of central administration employment policies and an analysis
of the employment equity census formed
the basis of UBC's 1991 Employment
Equity Plan.
2. Require each department to review
its own employment policies and procedures to ensure consistency with
UBC's objectives.
Responsibility: Vice Presidents
Progress: The employment systems review, published in November 1990, included a review of academic departments'
written procedures. Following that review, the Vice President, Academic and
Provost, has required academic departments to complete a Recruiting Summary form when making all recommendations for tenure-track positions.
In September 1992, all deans submitted
to the Vice President, Academic and Provost, employment equity plans for hiring
women into tenure-track positions.
Thereupon, the Director of Employment
Equity prepared a summary report of
these faculty plans. This report was
distributed to both academic and service
units in November 1992.
In addition, the Director of Employment
Equity prepared a guide entitled Promoting Equity in Employment, which provides
information on recruitment, selection,
and retention of faculty and staff. This
guide was distributed to all campus units
in February 1993.
3. Discuss or negotiate any proposed
employment policy revisions with employee associations and unions as appropriate.
Responsibility: Vice President, Academic
and Provost; Vice President, Administration and Finance
Progress: In 1990, the University Administration and the Faculty Association
agreed that faculty who take maternity
leave during the pre-tenure period may
extend this time by one year for each
maternity leave.
Since 1992, the University Administration has embarked on a three-year equity
funding process to implement pay equity
adjustments for five employee groups. In
addition, joint labour-management job
evaluation committees are creating a new
gender-neutral job evaluation system for
these groups.
4. Revise written materials on employment to remove sexist terminology and dominant-culture bias and to
examine language relating to employees who become disabled and applicants with disabilities.
Responsibility: Director, Employment
Equity
Progress: The 1990 employment systems
review included suggestions for redrafting collective agreements. Department of
Human Resources documents, and academic departments' written employment
procedures. The Director of Employment
Equity monitors new documents for sexist terminology and dominant-culture
bias, as well as for language relating to
disability.
Responsibility: Vice Presidents
Progress:     In July   1991,  the  Faculty
Framework Agreement and Agreement
on Conditions of Appointment were redrafted in non-sexist language. Revisions to these documents, which were
approved in July 1993, similarly were
written in non-sexist language.
In addition. President Strangway routinely distributes copies of a handbook
on non-sexist writing to new deans and
heads/directors of administrative units.
5. Review qualifications for every position at the time of recruitment to
ensure that they reflect bona fide job
requirements.
Responsibility: Vice Presidents
Progress: The University began its Job
Evaluation Project in 1990. Through
regular newsletter updates, the University continues to communicate to employees its progress toward a new job
evaluation system. Since 1992, joint
labour-management committees have
been reviewing job descriptions for CUPE
116 and 2950 positions, as well as descriptions for management and professional staff positions. In addition, the
Associate Vice President, Human Resources, currently is discussingjob evaluation projects with other employee groups.
For tenure-track faculty positions, the
Vice President, Academic and Provost,
reviews every Recruiting Summary form.
6. Review tests used in selection of
applicants to ensure applicants with
disabilities can compete fairly.
Responsibility: Associate Vice President,
Human Resources: Director, Disability
Resource Centre
Progress: In 1991, the Department of
Human Resources' Assessment Task
Force reviewed tests used to select clerical and secretarial staff. As a result,
applicants with disabilities who require
accommodation to complete an employment test may request special arrangements.
In 1992/93 and again in 1993/94, the
University allocated $50,000 to the Disabled Employee Assistance Fund. This
fund provides adaptive supplies and
equipment that facilitate the recruitment
of well-qualified persons with disabilities. With assistance from the Disabled
Employee Assistance Fund, the Department of Human Resources purchased a
Telecommunication Device for the Deaf
so that applicants and employees who
are hard-of-hearing may access employment information.
7. Ensure that all employee groups
have access to written information
concerning policies and procedures
related to their employment, and that
disabled employees have access to
audiotaped information.
Responsibility: Vice Presidents
Progress: In addition to drafting and
rewriting employee handbooks, the Department of Human Resources has initiated a Benefits Communication Project.
By the end of 1993, this project will
provide all employees with summary descriptions of their benefits coverage. Each
employee group has comprehensive disability insurance benefits that provide
income replacement when an employee
cannot work. In addition, the University
is developing a rehabilitation program
that will provide assistance to those employees on long-term disability who may
be retrained for employment.
In January 1992, Senate approved a policy
revision on graduate studies that enables
faculty and staff, especially members of
designated groups who are not geographically mobile, to more easily pursue studies while employed at UBC. In April 1992,
the Dean of Graduate Studies prepared
written information for inclusion in employee newsletters on how to make wise
use of tuition benefit vouchers for graduate studies.
Responsibility: Head, Crane Library and
Resource Centre; Director, Disability Resource Centre
Progress: Crane Library supplies UBC
faculty and staff with audio-transcription on-demand of employment-related
materials. For example, the Management and Professional Handbook currently is available on audiotape.
8. Ensure that the length of leave for
maternity is consistent across employee groups, and that the tenure
clock is stopped for one year for faculty who take maternity leave.
Responsibility: Vice-President, Academic
and Provost
Progress: In 1990, the University Administration and the Faculty Association
agreed to allow women faculty on maternity leave the option of extending their
pre-tenure period. Furthermore, in 1993,
the Administration and the Faculty Association agreed to extend to a limit of seven
years the pre-tenure period, during which
all assistant professors must establish a
record of successful teaching and scholarly activity. These policies may enable
faculty women to begin families during
the crucial pre-tenure period without jeopardizing their careers.
Responsibility: Vice President, Administration and Finance
Progress: In 1994 collective bargaining
sessions, the University Administration
plans to negotiate the equalization of
lengths of maternity leave among various
staff employee groups.
9. Investigate offering benefits to part-
time and short-term employees.
Responsibility: Vice President, Administration and Finance
Progress: In 1991, the University Administration enhanced the benefits it provides to eligible short-term employees. In
addition, in 1993, the Board ofGovernors
approved a voluntary reduced workload
program with the University providing
top-up to benefits.
Responsibility: Vice President, Academic
and Provost
Progress: In 1991, the University Administration enhanced the benefits it provides to eligible part-time and clinical
faculty. In 1993, the University Administration and the Faculty Association agreed
to extend the faculty bargaining unit to
include part-time faculty, lecturers, and
librarians with appointments of four or
more months with a 50% or more workload.
OBJECTIVE B:
Development of special measures and
reasonable accommodations to achieve
and maintain a UBC work force representative of qualified applicant pools.
1. Hire women to fill at least 35% of
vacant tenure-track faculty positions.
Also, ensure that academic departments and faculties set appropriate
individual goals for hiring women, aboriginal people, members of visible minorities, and persons with disabilities.
Responsibility: Vice-President, Academic
and Provost
Progress: Since the 1990/91 academic
year, the University has achieved its hiring goal for faculty women: Academic
departments have hired 102 women to fill
new tenure-track faculty positions. These
women represent 38% of new tenure-
track faculty. UBC Reports • January 27,1994 7
THE UNIVERSITY OF BRITISH COLUMBIA
EMPLOYMENT EQUITY PLAN UPDATE - December 1993
Two additional efforts to increase the
number of women in tenure-track faculty
positions are: a) the creation of the
Senior Women's Fund and b) the conversion of qualified lecturers from term positions to tenure-track. Since 1990/91,
the Senior Women's Fund has been used
to hire seven women at the senior rank of
full professor. In July 1993, several
lecturers, the majority of whom were
women, achieved tenure.
2. Hire the following qualified individuals to non-academic staff positions:
Upper Level Managers
1 woman
Professionals
39 women
2 aboriginal people
Supervisors
2 persons with disabilities
Foremen/ women
3 women
3 members of visible minorities
1 person with disability
Sales Workers
1 aboriginal person
3 persons with disabilities
Service Workers
8 persons with disabilities
Skilled Crafts & Trades
3 women
2 aboriginal people
Semi-skilled Manual Workers
1 woman
1 aboriginal person
2 members of visible minorities
1 person with disability
Other Manual Workers
5 aboriginal people
Responsibility: Vice Presidents
Progress: From May 1990 to May 1993,
the difference in UBC's work force included a net gain of 663 women, 13
aboriginal people, 348 visible minorities,
and a net loss of 6 persons with disabilities. (See accompanying tables.) As of
May 1993, the University has achieved
some of its 1991 hiring goals for staff:
Professionals (non-faculty)
72 women
Supervisors
1 person with disability
Semi-Skilled Manual Workers
3 members of visible minorities
1 person with disability
Other Manual Workers
2 aboriginal people
3. Include a statement of the University's commitment to employment
equity in external advertisements and
internal postings.
Responsibility: Vice Presidents
Progress: A statement ofthe University's
commitment to employment equity was
approved in 1989 and revised in 1990
and 1992. The current statement—"UBC
welcomes all qualified applicants, especially women, aboriginal people, visible
minorities, and persons with disabilities"—appears in external advertisements
as well as in internal job postings for all
faculty and staff positions.
Since 1989, the University continues to
include a statement of its concern for the
under-representation of women in academic administration in external advertisements for deans, heads, and directors.
4. Ensure front line personnel who
pre-screen applicants are aware of and
committed to employment equity policies.
Responsibility: Vice President, Academic
and Provost; Associate Vice President,
Human Resources
Progress: The Directors of Employment
Equity, Multicultural Liaison, and the
Disability Resource Centre provide information and training on equity and human rights issues to both academic and
service units. In particular, the Director
of Employment Equity on three occasions has offered a course entitled "Selection Interviewing: Ensuring Equity"
through the Managerial and Other Skills
Training (MOST) Program. The Director
of Employment Equity and the Associate
Vice President, Human Resources, have
encouraged both staff from the Department of Human Resources and all other
individuals who are involved in personnel
selection to attend. As curriculum materials for this course, the Director of Employment Equity distributes to all participants Promoting Equity in Employment: A
Guide.
5. For recruiting all positions, establish active measures directed toward
the four designated groups. In addition, use employment agencies that
specialize in employment services for
designated-group members and advertise in publications targeted towards
designated groups.
Responsibility: Vice President, Academic
and Provost
Progress: Since 1990, the Vice President,
Academic and Provost, has required that
the Recruiting Summary form accompany all tenure-track recommendations
and has supported the appointment of
seven senior academic women with exceptional qualifications.
In addition, the Vice President, Academic
and Provost, ensures that all search committees for deans, heads, and directors
include women as members and seeks
external nominations from women academic administrators across Canada. As
well, the Vice President on several occasions has distributed to deans, heads,
and directors articles on hiring and retaining women faculty and achieving faculty diversity. Moreover, the University
Administration offers networking assistance across faculties to encourage job
placements for faculty spouses.
Since January 1992, the Director of Employment Equity has made several presentations to meetings of administrative
heads of unit and various campus departments using the video 'The Chilly
Climate." The guide, Promoting Equity in
Employment, which was distributed to
administrators of all units in February
1993, offers additional suggestions for
active measures to attract and retain
qualified members of designated groups.
Responsibility: Associate Vice President,
Human Resources; Director, Disability
Resource Centre
Progress: Since 1991, the Directors of
Employment Equity and the Disability
Resource Centre have participated in the
Department of Human Resources' Task
Force on Employment Equity Recruitment. As part of the work of this task
force, Human Resources has compiled a
manual of agencies assisting members of
designated groups to obtain employment.
A synopsis ofthe manual is distributed at
the Managerial and Other Skills Training
(MOST) course "Selection Interviewing:
Ensuring Equity."
The Disabled Employee Assistance Fund
has been used to provide adaptive supplies and equipment that facilitate the
recruitment of well-qualified persons with
disabilities since 1992.
6. Investigate establishing a telephone
recording system of job postings for
visually impaired applicants and a telecommunication device for the deaf.
Responsibility: Associate Vice President,
Human Resources; Director, Disability
Resource Centre
Progress: Since September 1992, the
Department of Human Resources offers a
telephone information line. By dialing
UBC-WORK, the caller hears a recorded
message ofthe current week's job postings
as well as general information on apply
ing for positions at UBC. In addition, the
Department of Human Resources offers a
Telecommunication Device for the Deaf
(TDD) line that can be used by both
employees and prospective employees who
are hard-of-hearing. The TDD number
appears on the weekly job postings and in
the UBC directory. The TDD number also
will be listed in future editions of the
Vancouver Telephone Directory.
7. Monitor recruitment of applicants
from the designated groups by tracking the number of individuals from the
groups who apply for faculty and staff
positions.
Responsibility: Vice President, Academic
and Provost
Progress: The Vice President, Academic
and Provost, has required academic deans
and department heads to complete Recruiting Summary forms for tenure-track
positions since November 1990. In September 1991, the Director of Employment Equity prepared a report and made
recommendations based on the first 56
completed Recruiting Summary forms. A
major recommendation was to continue
the requirement for Recruiting Summary
forms. This report was distributed to all
campus units.
Responsibility: Associate Vice President,
Human Resources
Progress: The Director of Employment
Equity and the Department of Human
Resources' Manager of Employment and
Job Evaluation completed a pilot project
to track applicants for staff positions. In
July 1993, the Director of Employment
Equity submitted to the Associate Vice
President, Human Resources, a report
with recommendations on recruitment of
applicants for staff positions.
8. Ensure that personnel committees
are supplemented where there is a lack
of department or faculty expertise in
newly developing, collaborative, and
inter-disciplinary fields.
Responsibility: Associate Vice President,
Academic
Progress: The 1993 revised Faculty Agreement on Conditions of Appointment provides for an equal number of external
referees from faculty members and departments in all personnel cases. As well,
the revised Agreement allows for candidates to respond to department and faculty decisions early In the process. In
these ways, candidates for tenure and
promotion are able to support their personnel cases by choosing some of their
own external referees and by providing
their department and faculty colleagues
with specific and timely information.
9. Investigate steps toward providing
faculty and staff with care-giving responsibilities employment options
such as part-time work, reduced workload, job sharing, day care, and paternity leave.
Responsibility: Vice Presidents
Progress: Reduced workload or partial
leave is available to tenured faculty, and
job sharing is available on an ad-hoc
basis for management and professional
staff. Since July 1993, reimbursable
travel expenses include telephone calls
allowing employees to stay in reasonable
contact with their immediate family and
overnight dependent-care expenses. Also
in 1993, the Board of Governors approved changes in the reduced workload
policy to apply to employees at age 50
with 10 years of service. As well, in 1993,
the Board approved an employee-paid
benefit top-up incentive program for staff
ineligible for the reduced workload program.
10. Provide information on career
paths at UBC to assist employees in
their career choices. In addition, provide job and career counselling for
employees to assist them in identify
ing career opportunities and preparing
for promotions.
Responsibility: Vice President, Administration and Finance; Associate Vice President, Academic
Progress: To date, the Student Counselling and Resources Centre, the Women
Students' Office, and the Women's Resources Centre have provided career counselling to faculty and staff. The Managerial and Other Skills Training (MOST)
program, which began in January 1993,
includes courses in career planning. In
the future, MOST will offer courses on
UBC career paths. Since November 1993,
the Employee and Family Assistance Program has been available to all faculty and
staff. This confidential counselling, advisory, and information service provides
job and career counselling for employees
and their families.
A faculty mentoring program has existed
in Dentistry since 1990. Currently, the
Centre for Faculty Development is developing a mentoring program for all new
faculty. Since 1991, the Associate Vice
President, Academic, has compiled data
on faculty tenure and promotion by gender.
11. Disseminate information across
campus on training and development
opportunities to inform employees of
courses available, and develop training opportunities in gender, cross-cultural, and disability awareness for faculty and staff. In addition, investigate
offering courses in English as a second
language and cross-cultural communication for UBC employees.
Responsibility: Vice Presidents
Progress: Since March 1989, the University has sponsored the attendance of five
faculty and staff at the Kingswood Management Training Program. This five-day
residential program, offered by the Hastings Institute, demonstrates the principles of effective human resource management within a multicultural work force.
Since January 1993, the Managerial and
Other Skills Training (MOST) program
has offered courses in UBC culture and
values, as well as job-related and personal skills. Courses on valuing diversity
and on understanding disability issues
in the workplace are foundational to each
of five certificate programs.
Beginning in September 1992, the English Language Institute, in conjunction
with the Multicultural Liaison Office, began offering specialized courses for UBC
employees, including international teaching assistants, limited-term-only clerical
staff, receptionists, and food service workers. In September 1993, the initial
workplace language training program—
Better English Skills Training (BEST)—
was offered to 45 employees. Because
there is already a waiting list for BEST,
the Department of Human Resources
plans to expand the workplace language
training program in the future.
12. Investigate establishing reduced-
time appointments for employees who
are taking time out to upgrade then-
education or work skills. Also, investigate establishing an employee's self-
funded leave plan for study, upgrading, or retraining for a career change.
Responsibility: Vice Presidents
Progress: Several faculty and staff—in
Nursing and the First Nations House of
Learning—have received partial support
to upgrade their educational credentials.
13. Investigate instituting a policy of
job exchange to provide opportunities
for employees to develop new skills
and acquire work experience.
Responsibility: Vice Presidents
Progress:   In 1993, a staff repositioning
project was proposed in anticipation of
significant budget reductions. This pro- 8 UBC Reports January 27,1994
THE UNIVERSITY OF BRITISH COLUMBIA
EMPLOYMENT EQUITY PLAN UPDATE - December 1993
posal provides employees and departments opportunities for job exchange,
where there is mutual agreement and
benefit.
OBJECTIVE C:
Establishment of a UBC work environment that supports the successful integration of designated-group members.
1. Draft policy on employment equity.
Responsibility: Director, Employment
Equity
Progress: UBC's Policy on Employment
Equity was approved in July 1989 and
revised in November 1990. Since May
1993, University policies are available in
print and audio-transcription, as well as
by on-line computer and voice synthesizer.
2. Disseminate information about
UBC's employment equity program in
newspaper and newsletter articles; include information on UBC's employment equity program in publicity materials, guides, manuals and handbooks.
Responsibility: Director, Employment
Equity
Progress: Since 1989, UBC Reports has
carried nine articles describing UBC's
employment equity program and six inserts monitoring progress toward its 1991
employment equity plan. In addition,
numerous articles have appeared in various campus newsletters including those
of employee groups, such as the Association of Administrative and Professional
Staff, the Faculty Association, CUPE 2950,
and CUPE 116; and those of campus
units, such as the Disability Resource
Centre and Human Resources. As well,
descriptions of UBC's employment equity
program appear regularly in campus
handbooks and reports, such as the Handbook of Support Services, the Faculty
and Staff Handbook, and the Annual
Report on the Status of Women.
3. Develop and provide employment
equity sessions for employees at all
levels; speak about employment equity to campus groups, interest groups,
and employee associations and unions.
Responsibility: Director, Employment
Equity
Progress: Since 1990, the Director of
Employment Equity has met with representatives from every employee group
and campus unit. With the initiation in
1993 of regular orientation sessions for
faculty and staff, the Director of Employment Equity provides information on the
employment equity census to newly-hired
employees.
4. Ensure department heads and directors understand and communicate
to new and continuing employees UBC's
Employment Equity Policy.
Responsibility: Vice Presidents; Vice Provost
Progress: Since 1989, the Director of
Employment Equity has been attending
regular meetings of administrative heads
of unit. On several occasions, the Director has presented information on UBC's
progress toward the achievement of equity goals. In addition, she has submitted numerous updates on employment
equity activities to the President and Vice
Presidents. In October 1993, the Director of Employment Equity participated in
a panel discussion of policy issues at a
professional development seminar for
academic administrators.
In 1994, the University Administration
plans to provide performance management workshops for all administrative
heads of unit. These sessions will include
information on human rights and equity
issues.
5. When revising documents on conditions of employment and collective
agreements include reference to UBC's
Employment Equity Policy in a conspicuous place.
Responsibility: Associate Vice President,
Academic; Associate Vice President, Human Resources
Progress: In 1994 collective bargaining
sessions, the Administration plans to negotiate the inclusion of reference to UBC's
Employment Equity Policy.
6. Provide faculty and staff involved in
personnel decisions with training in
human rights practice and gender,
cultural, and disability issues.
Responsibility: Vice President, Academic
and Provost
Progress: In July 1990, the Deans of
Science and Agricultural Sciences appointed an associate dean for women's
issues. In September 1991, the President
appointed a part-time advisor on women
and gender relations. In 1992, the Dean
ofthe Faculty of Commerce and Business
Administration issued a statement on
human rights and provided training programs for faculty and staff. Likewise, the
Dean of the Faculty of Education established a committee on gender and race
relations, and in a similar move, the Dean
of Medicine established an ad-hoc committee on gender issues. In 1994, the
Dean of Medicine plans to appoint a part-
time associate dean for gender issues.
Responsibility: Vice President, Administration and Finance; Vice President, Student and Academic Services; Director of
Employment Equity
Progress: Since January 1993, the Department of Human Resources has offered several courses that provide training in human rights practice for faculty
and staff. For 1994, the Department of
Human Resources plans to increase the
number and scope of courses on human
rights issues, as well as to track the
representation of employee groups and
departments taking advantage of this
training.
The Director of Employment Equity has
made presentations on equity issues in
hiring and selection for both the Managerial and Other Skills Training (MOST)
courses and sessions offered by the Centre for Faculty Development and Instructional Services. Like its staff counterpart, the Centre for Faculty Development
and Instructional Services includes gender and culture issues in each of its
seminar series offered to faculty. Also,
both the staff and faculty development
projects include the Directors of Employment Equity, Multicultural Liaison, the
Disability Resource Centre, and Advisors
on Sexual Harassment, and on Women
and Gender Relations in their orientation
sessions for new staff and administrators.
7. Revise the employment application
form to ensure that it does not discourage qualified persons with disabilities.
Responsibility: Associate Vice President,
Human Resources; Director, Employment
Equity; Director, Disability Resource Centre
Progress: In June 1992, The Department
of Human Resources revised both the
employment application form and the job
posting form to encourage qualified members of designated groups, including persons with disabilities.
8. Continue to improve access for
persons with disabilities to the UBC
campus and to the Department of Human Resources. In addition, ensure
that bulletin boards with job postings
are accessible to persons using wheelchairs.
Responsibility:   Director, Disability Resource Centre; Director, Campus Planning and Development
Progress:    The Department of Human
Resources has improved bulletin boards
and signage to ensure easier access for
persons who have physical or sensory
disabilities.
In July 1990, the University established
a fund for physical access retrofitting to
develop a barrier-free campus ($200,000
in 1992/93 and $300,000 for 1993/94).
Subsequently, in 1992, the Disability
Resource Centre, and Campus Planning
and Development created an Advisory
Committee on Physical Access with a
mandate to develop a draft campus-wide
plan for universal access and guidelines
to assist in renovations. For several years
now, new on-campus housing for students, faculty, and staff has included
accessible units.
In related initiatives, the Disability Resource Centre completed an environmental scan of student service offices and
academic departments, undertook a review of physical accessibility at UBC,
developed a guide to assist users with on-
campus access, and sponsored a hearing
access project. Moreover, the Disability
Resource Centre appointed a half-time
access officer to consult with campus
groups concerned with physical access
to campus buildings and facilities. Since
1992, the Disabled Employee Assistance Fund has been used to provide
adaptive supplies and equipment that
facilitate the recruitment of well-qualified persons with disabilities and the
accommodation of employees with disabilities.
9. Promote awareness across campus
of technical aids and potential funding
sources for workplace modifications,
equipment, and other supports for employees with disabilities.
Responsibility: Director, Disability Resource Centre
Progress: Since its establishment in 1990,
the Disability Resource Centre has offered numerous workshops on disability
awareness. Working in conjunction with
the Director of Employment Equity and
the Department of Human Resources,
the Centre also has provided numerous
consultations on the employment of persons with disabilities at UBC. In addition, the Disability Resource Centre, in
conjunction with Student Placement Services, plans to develop an employment
strategy for UBC students with disabilities.
Responsibility: Head, Crane Library and
Resource Centre
Progress: Crane Library provides a collection of technologies and devices, including materials in alternate formats, to
assist students, faculty, and staff. In
addition, Crane adjusted its mandate
and mission in 1991 to supply UBC faculty and staff with audio-transcription
on-demand of employment-related materials.
10. Review procedures currently in
place for dealing with individual complaints of discrimination.
Responsibility: Vice Presidents
Progress: In January 1993, the Vice
President, Academic and Provost, invited
representatives from campus units involved in the area of human rights to
attend a retreat. Discussion ensued on
the revision of university policies and the
reorganization of university practices to
better promote human rights and equity.
11. Draft policy on discrimination.
Responsibility: Vice President, Academic
and Provost; Vice Provost
Progress: In February 1991, Senate approved a Statement of Freedom from Harassment and Discrimination. Drafts of a
policy on human rights have been published in UBC Reports in March 1992,
July 1993, and September 1993.
In January 1990, the University became
the first employer in British Columbia to
provide benefit coverage for same-sex
spouses. In 1993, the President established a lecture series on lesbian and gay
studies.
12. Promote the President's Advisor
on Women and Gender Relations as a
support for women at UBC.
Responsibility: Vice President, Academic
and Provost
Progress: In September 1991, the President appointed a part-time Advisor on
Women and Gender Relations, who chairs
the President's Advisory Committees on
the Status of Women and Women's Safety
on Campus. The Advisor has examined
climate issues in surveys of several employee groups, and in 1992, the Advisor
initiated an annual report on the status
of women at UBC.
In September 1990, the Dean of Graduate Studies began an equity review of
graduate scholarship policies and practices. This review resulted in several
revisions to nomination procedures, as
well as the conditions and terms of the
awards. Similarly in May 1992, the Vice
President, Research, initiated changes to
the nomination procedures for the Killam
Research Prizes. These changes eliminate potential barriers to nominations of
women and members of minority groups.
In addition, the President continues to
meet regularly with the Academic Women's Association. As well, the University
continues to be a sponsor of the YWCA
Women of Distinction Awards and the
West Coast Women's Legal and Education Fund.
13. Promote the Multicultural Liaison
Office, the First Nations House of Learning, and UBC Policy on Sexual Harassment and availability of advisors.
Responsibility: Vice President, Academic
and Provost; Director, Multicultural Liaison; Director, First Nations House of
Learning; Advisors, Sexual Harassment
Progress: The University promotes ongoing activities to support liaison between
the University and the multicultural community, and participation of First Nations students and employees. In addition, the University promotes ongoing
activities to prevent sexual harassment.
These units—Multicultural Liaison, First
Nations House of Learning—and the Advisors on Sexual Harassment provide
regular updates on their activities to the
campus community. For example, articles in UBC Reports in May 1993, highlighted the opening of the First Nations
Longhouse, the graduating of the first
Native medical student, and the enrolling
of 250 First Nations students in law,
education, and health care programs.
14. Continue to improve campus
safety.
Responsibility: Vice Presidents
Progress: In 1991, the Advisor on Women
and Gender Relations organized the President's Advisory Committee on Women's
Safety on Campus to review existing safety
programs; to gather data on issues affecting personal, physical, and psychological
safety; and to make recommendations for
the development of safety improvements.
As a result, the University has increased
publicity about current programs, including the security bus, the Walk-Home
program, the 'Trouble Line," as well as
counselling for acquaintance sexual assault. In addition, the University has
improved safety measures, such as bicycle patrols by campus Parking and
Security, and parking spaces close to
buildings for those individuals who work
after regular hours. A pilot project to
improve lighting along Agricultural Road
from the Student Union Building to Place
Vanier Residences began in December
1993. UBC Reports ■ January 27,1994 9
THE UNIVERSITY OF BRITISH COLUMBIA
EMPLOYMENT EQUITY PLAN UPDATE - December 1993
15. Examine feasibility of expanding
childcare facilities for UBC employees.
Responsibility: Vice President, Student
and Academic Services
Progress: As of September 1993, the
University provides licensed spaces for
250 children in eleven daycare facilities.
As well, plans for new student, faculty,
and staff housing, as well as plans for the
recently opened First Nations Longhouse,
include childcare facilities.
OBJECTIVE D:
Adoption of monitoring and accountability mechanisms to evaluate and
adjust UBC's Employment Equity Program.
1. Establish a President's Advisory
Committee on Employment Equity to
advise the President on the implementation and maintenance of employment equity at UBC.
Responsibility: Associate Vice President,
Academic
Progress: Since 1989, President
Strangway biannually has invited representatives from employee unions and
associations to join appointed members-
at-large on his Advisory Committee on
Employment Equity. This Committee is
chaired by the Associate Vice President,
Academic.
2. Ensure that employment equity
practices continue to conform to British Columbia's human rights legislation and UBC's Policy on Employment
Equity.
Responsibility: Associate Vice President,
Academic; Associate Vice President, Human Resources
Progress: The UBC Board of Governors
reviewed the employment equity program
in 1989 and again in 1991. In 1993, the
Vice President, Academic and Provost,
reported to the Board on a human rights
policy and a revised sexual harassment
policy along with an accompanying organizational plan for offices related to
human rights and equity, including employment equity, sexual harassment,
multicultural liaison, and women and
gender relations.
3. Ensure the continuation of resources adequate to sustain educational and monitoring work of the
Employment Equity Office on an ongoing basis.
Responsibility: Vice Presidents
Progress: The University appointed the
current Director of Employment Equity
for a five-year term in January 1989. In
1993, the Vice President, Academic and
Provost, reported to the Board of Governors on a revised organizational structure for human rights and equity offices
that will ensure the continuation of adequate resources for employment equity
activities beyond the term of the current
director.
4. Include in annual department plans
the identification of opportunities to
increase the number of designated-
group members, and investigate establishing budget processes to reward
departments and faculties that have
consistently demonstrated equitable
personnel practices and outcomes.
Responsibility: Vice Presidents
Progress: In 1994, the University Administration plans to monitor annual department plans for the inclusion of opportunities to increase the number of members
of designated groups and to reward units
that have demonstrated equitable personnel practices and outcomes.
5. Distribute the employment equity
census to newly-hired employees and
those who are moving into the census
pool. In addition, contact employment equity census non-respondents
to encourage their participation and
develop presentations and materials
targeted to non-respondent groups to
encourage participation.
Responsibility: Director, Employment
Equity
Progress: Since February 1990, the Director of Employment Equity regularly
has sent employment equity census questionnaires to all faculty and staff, to newly-
hired employees, and to those employees
who move into the census pool. These
distributions occur monthly. Beginning
in March 1990 and continuing every three
months thereafter, the Director of Employment Equity has sent a follow-up
census questionnaire to those employees
who have not yet completed one. In
December 1992, a two-year follow-up
distribution brought the overall response
rate to the census to 76% (8,000 full-time
and part-time, continuing and temporary staff) and the response rate to 80%
for monthly, continuing employees.
6. Investigate initiating formal exit
interviews to examine reasons why
employees voluntarily choose to leave
UBC.
Responsibility: Vice Presidents
Progress: Some departments conduct
exit interviews. For example, the Department of Human Resources has conducted
exit interviews since May 1991. In October 1991, the Vice Presidents, Administration and Finance, and Student and
Academic Services, distributed guidelines
for exit interviews to their service unit
directors.
The Associate Vice President, Academic,
in conjunction with the President's Advisor on Women and Gender Relations and
the Director of Employment Equity, is
investigating a pilot project to interview
faculty who have left UBC.
7. Prepare reports to President
Strangway on employment equity activities including:
• update on internal work force data
in comparison with external
availability pool data:
• data on the recruitment, selection,
training, promotion and termination of designated-group members;
• results of employment equity
initiatives;
• proposals for adjustments and
refinements to UBC's employment
equity program.
Responsibility: Director, Employment
Equity
Progress: The Director of Employment
Equity has published six reports on UBC's
progress toward its 1991 employment
equity plan and hiring goals as inserts in
UBC Reports. In addition to numerous
update reports to President Strangway,
the Director of Employment Equity also
has produced reports on the Recruiting
Summary forms for tenure-track positions, the deans' hiring plans for faculty
women, the applicant tracking project,
promoting equity in employment, and
UBC's practices in the employment of
persons with disabilities.
TABLE1
UBC EMPLOYMENT EQUITY CENSUS
Total Response
Rate
May
1990
65.6%
Dec.
1990
67.2%
Dec.
1991
63.3%
Dec.
1992
75.7%
May
1993
76.7%
Continuing Monthly Paid
Response Rate
Dec.
1992
80.1%
May
1993
80.9%
Listed below are the Abella categories established by the Employment Equity
Act of 1986 and a few 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
07       Clerical Workers
08
09
10
11
12
Sales Workers
Service Workers
Skilled Crafts & Trades
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
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
Semi-Skilled Manual Workers    Truck Driver, Apprentice, Clerk Driver,
Farm Worker 2 & 3, Milker
Other Manual Workers
Service Worker, Sr. Service Worker.
Service Worker-Ice Maker, Labourer
* Abella codes classify jobs according to a variety of criteria, such as responsi
bilities, education, training, and experience.
President's Advisory Committee
on Employment Equity
John Borrows
Betty Carter
Julia Cruikshank
Frank Eastham
William Edbrooke
Margaret E. Friesen
Jas Gill
Emilio Gonzalez
Shelly Hodgson
Sharon E. Kahn
Libby Kay
Barry C. McBride
A.J. McClean (Chair)
Charles W. Ramey
G.E.E. Scudder
Ruth Warick
Anne Watters
William A. Webber
First Nations Law Program
Faculty Association
Anthropology & Sociology
Human Resources
IUOE
Interlibrary Loan
CUPE 2278
Bookstore
CUPE 116
Employment Equity
Association of Admin. & Professional Staff
Science
Office of the VP, Academic & Provost
Pathology
Zoology
Disability Resource Centre
Education
Office of the VP, Academic & Provost 1 0 UBC Reports January 27, 1994
THE UNIVERSITY OF BRITISH COLUMBIA
EMPLOYMENT EQUITY PLAN UPDATE - December 1993
TABLE2
Representation of Designated Groups in UBC's Workforce
ABELLA
% Women
% Aboriginal People
%   Visible
Minorities
% Persons with Disabilities
May '90
May '93
May '90
May '93
May '90
May '93
May '90
May '93
Upper Level Managers
0.0
0.0
0.0
0.0
20.0
16.7
0.0
0.0
Middle Managers
52.0
50.7
2.1
1.5
6.0
7.8
4.7
4.3
Professionals (Faculty)
22.9
26.2
1.2
1.3
11.5
12.5
4.6
2.9
(Other)
49.3
49.3
0.8
0.5
20.1
22.7
2.9
2.3
Semi-Professionals & Technicians
47.9
49.1
0.6
0.7
27.2
28.2
4.0
3.3
Supervisors
82.9
81.7
2.7
3.1
22.0
21.4
4.0
4.4
Foremen/women
3.9
4.8
0.0
0.0
18.4
17.6
2.6
2.9
Clerical Workers
88.8
88.0
2.2
1.8
27.5
27.5
4.6
3.2
Sales Workers
56.2
53.2
0.0
0.0
33.9
30.3
1.5
0.0
Service Workers
57.3
59.2
4.8
2.7
43.5
35.2
5.7
3.3
Skilled Crafts & Trades
2.6
2.6
0.0
0.0
14.3
12.2
12.9
7.8
Semi-Skilled Manual Workers
8.3
6.5
0.0
0.0
9.1
16.7
9.1
10.0
Other Manual Workers
45.5
46.7
1.7
2.7
31.5
29.1
10.7
8.1
TOTAL
48.*
50.4
1,6
1.4
20, a
20.7
4,7
3.4
TABLE3
Changes in Designated Groups in UBC's Work force        May 1990 - May 1993
ABELLA
Women
Aboriginal People
Vis
ible Minorities
Persons with Disabilities
Net
Net
Net
Net
May '90
May '93
Difference
May '90
May '93
Difference
May '90
May '93
Difference
May '90
May '93
Difference
Upper Level Managers
0
0
0
0
0
0
1
1
0
0
0
0
Middle Managers
341
365
24
11
10
HI
32
51
19
25
28
3
Professionals (Faculty)
474
598
124
16
23
7
154
226
72
62
53
[9]
(Other)
274
346
72
3
3
0
80
130
50
11
13
2
Semi-Professionals & Technicians
496
570
74
4
6
2
176
241
65
26
28
2
Supervisors
155
152
[31
4
5
1
33
34
1
6
7
1
Foremen/women
2
2
0
0
0
0
7
6
[1]
1
1
0
Clerical Workers
1139
1375
236
21
23
2
257
358
101
43
42
[1]
Sales Workers
50
50
0
0
0
0
23
23
0
1
0
[1]
Service Workers
285
404
119
10
9
Ml
91
119
28
12
11
[1]
Skilled Crafts & Trades
4
4
0
0
0
0
10
11
1
9
7
[2]
Semi-Skilled Manual Workers
5
4
[1]
0
0
0
2
5
3
2
3
1
Other Manual Workers
151
169
18
3
6
3
56
65
9
19
18
[1]
TOTAL
3376
4b39
663
72
85
13
922
1270
348
217
211
m
*[ 1 = negative change
TABLE4
Progress Toward May 1991 Hiring Goals
Hiring Goal
May   1991
Net Difference in Total Employees
May 1990 - May 1993
Upper Level Managers
1 woman
0
Professionals (tenure-track faculty new hiresi
35% women
38% women
Professionals (non-faculty)
39 women
2 aboriginal persons
72 women
0
Supervisors
2 persons with disability
1 person with disability
Foremen/women
3 women
3 visible minorities
1 person with disability
0
(1 ] visible minority
0
Hiring Goal
May   1991
Net Difference in Total Employees
May 1990 - May 1993
Sales Workers
1 aboriginal person
3 persons with disability
0
(1J person with disability
Service Workers
8 persons with disability
11) person with disability
Skilled Crafts & Trades
3 women
2 aboriginal persons
0
0
Semi-Skijled Manual Workers
1 woman
1 aboriginal person
2 visible minorities
1 person with disability
11] woman
0
1 visible minority
1 person with disability
Other Manual Workers
5 aboriginal persons
3 aboriginal persons
)   =   negative change UBC Reports ■ January 27,1994 11
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 Feb.   10,   1994
issue of UBC Reports is noon, Feb. 1.
Bed & Breakfast
GARDEN'S    END    Bed    and
Breakfast. Enjoy your stay in
Vancouver while using our self-
contained cottage in Kerrisdale.
No pets or smokers. $60 single,
$15 each additional person
(maximum four people). 263-
7083.
A PROFESSIONAL JOB without the
professional price. Specializing
in interior painting and plaster
work. 15 years experience. Free
estimate. Call Richard at 737-
0612.
For Rent
Services
STATISTICAL CONSULTING PhD
thesis? MSc? MA? Research
project? I cannot do it for you
but statistical data analysis,
statistical consulting, and data
management are my specialties.
Several years experience in
statistical analysis of research
projects. Extensive experience
with SPSS/SAS/Fortran on PCs and
mainframes. Reasonable rates.
Call Henry at 685-2500.
WEST SIDE IMPORT CAR SERVICE
Repairs-Aircare-Fuel Injection-
Performance Tuning. Quality
import service by German
Journeyman Mechanic
provided at a reasonable rate.
Complimentary vehicle pick-up
and delivery on request. For
private appointment call Klaus
at 222-3488.
OFFICE SPACE Office for rent at
5885 University Blvd. at Gate 1 to
UBC. Access to fax and copier.
Available immediatley. Call 224-
1614.
Miscellaneous
EMPLOYMENT EQUITY OUTREACH
All First Nations faculty and staff
employed by UBC are invited to
participate in a focus group on
Feb. 16 from 3:00-4:30 pm in the
library seminar room of the First
Nations Longhouse. The purpose
of the focus group is to explore
their employment experiences in
applying, interviewing and
working at UBC. Information
gained from the focus group will
be used to facilitate the
recruitment of qualified First
Nations individuals to the UBC
workforce. For more information
call Margaret Sarkissian, Human
Resources, 822-0560.
/f
^
facility Club "Events
New Members' Night      February 10, 4:30 - 6:30
The Board of Directors and Faculty Club invite you to an informal
reception to 'meet and be met' and to acquaint yourself
with the facilities and services your club offers.
All members are heartily invited to join us!
Gung Hai Fat Choi
to you all!
Ring in the Chinese New Year of the Dog, February 10
Enjoy the Faculty Club's Chinese lunch and dinner buffet in the Cafe.
For reservations call 822-3803
^Ootears on *e Shaman sPaf/)     ♦
Wednes
BC Tel, m
Columbia,
|uary 2nd,
aire
through
tickets also
0-2801
cience,
lie Policy
by
jsbity of British
diversity, British
Columbia Mstitti& of Technology and
Vancouver.
SpedaltJpigpe
picture wit/j
Diver, rower, wrestler vie for
Athlete of the Year award
by Abe Hefter
Staff writer
Diver Paige Gordon of West
Vancouver is a finalist in the
senior athlete category for the
f993 B.C. Athlete of the Year
awards.
Gordon joins hockey player
Paul Kariya and rower Derek
Porter as the finalists named in
voting by a panel of media and
sports officials.
The winner will be announced Feb. 26 at the Hotel
Vancouver.
Gordon, a second-year Arts
student, capped off a i993 season with a fourth-place finish
at the World Cup competition
in China. She won a medal in
every national and international
event she entered last year and
is currently ranked fourth in
the world.
In addition, swimmer
Turlough O'Hare of Richmond
is among the three finalists for
the university athlete ofthe year
in British Columbia. O'Hare,
who is currently training with
the University of Toronto swim
club for the 1994 Commonwealth Games in Victoria,
capped his Canadian
Interuniversity Athletic Union
career as a UBC swimmer last
year with victories in the 200-,
Diver Paige Gordon, a second
ranked fourth in the world.
Abe Hefter photo
■year Arts student, is currently
400- and 15-hundred metre
freestyle events at the CIAU
championships in March in Toronto. That performance gave
the two-time Olympian a total
COMMUNITY WORKSHOPS
UBC REAL ESTATE CORPORATION
HAMPTON PLACE
The UBC Real Estate Corporation invites members ofthe
community to a series of workshops to consider the
height ofthe buildings to be designed and erected on Lots
8, 9 and 10 (adjacent to Pacific Spirit Regional Park) at
Hampton Place. To conduct this process we have retained the services of Ted McLean and Associates Ltd.
and Stephen Marks and Associates Ltd. Ted McLean and
Stephen Marks, through their INTERACTIVE CHOICES
program, will have the responsibility for co-ordinating
this process.
The workshops will seek views ofthe community relative
to the design of the buildings before a final plan is
adopted.
The first series of workshops will be held in the Board
Room ofthe University Golf Club, 5185 University Boulevard, Vancouver.
The dates and times of the workshops are:
Saturday, February 5, 1994
Monday, February 7, 1994
Tuesday, February 8, 1994
Wednesday, February 9, 1994
Thursday, February 10, 1994
1:00 pm - 2:30 pm
3:00 pm - 4:30 pm
3:30 pm - 5:00 pm
7:30 pm - 9:00 pm
7:30 pm - 9:00 pm
3:30 pm - 5:00 pm
7:30 pm - 9:00 pm
3:30 pm - 5:00 pm
7:30 pm - 9:00 pm
Please call Rachael Burnett at 731-
3512 to register for one ofthe workshops. Because the workshops are
limited to 25 per session, it's essential to register in order to attend. We
encourage your participation. We
hope to receive the ideas of as many
people as possible.
UBC REAL ESTATE
CORPORATION
of 10 gold medals during his
five-year CIAU career.
O'Hare will be up against
University of Victoria rower Kelly
Mahon and Simon Fraser University wrestler Justin Abdou in
the final balloting.
News Digest
AIDS researchers at UBC have
secured the 11th International
AIDS Conference for Vancouver,
scheduled for July, 1996.
The conference, expected to
attract 15,000 delegates, will be
co-chaired by UBC Faculty of
Medicine members Dr. Martin
Schechter, Dr. Julio Montaner,
Dr. Michael O'Shaughnessy and
Dr. Michael Rekart.
The world is trying to mobilize against this disease. This is
one more way that Canadians
can contribute toward this international effort." Rekart said.
• • • •
Koerner's Pub, located at the
Graduate Student Centre and
operated by the Graduate Student Society, is participating in
a new program introduced by
Labatt Breweries to encourage
responsible use of alcohol by
Canadian university students.
UBC is one of 13 western Canadian post-secondary campuses participating in the Labatt
initiative.
As part of the program,
Koerner's Pub now offers de-
alcoholized beer products.
• • • •
UBC's Pacific Educational
Press has released the first in a
series of books dealing with results from an international study
based at UBC looking at mathematics and science education
worldwide.
The Third International Mathematics and Science Study
(TIMSS) is investigating and comparing the math and science
education of students in elementary and secondary schools in
more than 50 countries.
Curriculum Frameworks for
Mathematics and Science is edited by UBC Prof. David
Robitaille. 1 2 UBC Reports January 27,1994
Nobel winner Smith
urges new prizes for
the 21st century
The following speech was delivered on Dec. 10 in Stockholm. Sweden by
Biochemistry Prof. Michael Smith at the Nobel banquet honouring 1993's Nobel
Prize winners. Smith, who shares the Nobel Prize in Chemistry with American
Kary Mullis, was recognized for his discovery of a technique called site-directed
mutagenesis which enables scientists to reprogram the genetic code. He was one
of 13 award recipients asked by the Nobel Foundation to address the 3,800
banquet guests which included the King and Queen of Sweden.
Your Majesties, Your Royaf
Highnesses, Ladies and Gentlemen.
On behalf of Dr. Kary Mullis and
myself, I would like to express our
deep gratitude to the Royal Swedish
Academy of Sciences and to the
Nobel Foundation for the honour
that has been bestowed on us today.
Dr. Georges Charpak, in his
speech of 1992 in acknowledgement
of his prize in physics, conjured up,
with elegant Gallic flair, an image
involving the
number 137, the
ancient Nordic
gods Odin and
Freja, and his
work on subatomic particles.
Not being
French, such
imagery is not
within my
compass.
However others,
most specifically
Michael Crichton
and Steven
Spielberg In the
novel and
subsequent film
Jurassic Park,
have conjured
with dramatic
impact, an image
of the use of the
polymerase
chain reaction (PCR) to recreate the
dinosaurs.
One could imagine a less dramatic
reincarnation that is more relevant
to this uniquely special occasion.
Suppose that one could use PCR to
resuscitate Alfred Nobel and that one
could use site-directed mutagenesis
to cure the heart disease to which he
and his brother fell victims. What
would he, a vigourous 159-year-old,
have to say as he contemplated the
approaching 100th anniversary of
the commencement of the awarding
of Nobel Prizes.  I hope that he would
have enormous satisfaction in the
honour and prestige that his bequest
has brought to his memory, to the
Nobel Foundation, to the two Swedish Academies, to the Karolinska
Institute, to the Norweigan Nobel
Committee and to the Swedish and
Norwegian people. I hope that he
would be both surprised and pleased
to see that this year molecular
biologists have won the prizes in
chemistry and in physiology or
medicine, which speaks to the
adaptability of the prize-selection
process in the face of the unpredictable dynamics of scientific discovery.
And he would be pleased, I'm sure,
by the action of the Bank of Sweden
in instituting a new prize in 1968,
the Alfred Nobel Memorial Prize in
Economic Sciences.
I believe that Alfred Nobel, in
contemplating this munificent act of
the bank and in contemplating what
might happen in the next 100 years.
Michael Smith
would be concerned about the
problems of that next century.
And, of course, there is one problem that would attract his attention
beyond all others. That is the
impact of the uncontrolled growth
and demands of the human population on the finite capacity of planet
Earth. We, Homo sapiens, destroyed the majority of the large
mammalian species in North
American and Australasia just over
10,000 years ago.  We, Homo
sapiens, now
are destroying
the other
species that
presently exist
on this planet
at a rate of
about 15,000 to
20,000 per year.
Given that the
current estimate of the total
number of
species on the
planet is about
two million, this
rate, by the end
of the next
century, will be
equivalent in
biological effect
to the catastrophic event(s)
of 65 million
years ago that
eliminated not only the dinosaurs
but also the ammonoid
cephalopods, many echinoids, and
many genera of foraminifera and of
calcareous phytoplankton, the kind
of mass extinction that previously
in the earth's history has required
five million years for recovery, such
recovery resulting in a completely
different biota from that preceding it.
I believe that Alfred Nobel, being
aware of the unique and enormous
impact of his prizes on world
thought and opinion, would wish to
see a new prize or new prizes
instigated to commemorate the
100th anniversary, perhaps related
to studies on the control of human
population, perhaps on biodiversity,
perhaps on the environment,
perhaps on sustainability.
I, thus, want to express my deep-
felt gratitude for the award of the
prize in chemistry in the form of a
wish on behalf of Alfred Nobel. This
wish is intended only as the greatest of compliments to those who
value and support the Nobel Prizes,
because of the enormous power for
good that the prizes represent.  I
hope that the 100th anniversary
can be celebrated by the endowment of new prizes that address
these problems of the next century
as I think Alfred Nobel would see
them, if only we could have worked
magic with the polymerase chain
reaction and with site-directed
mutagenesis.
©The Nobel Foundation 1994
Planning For The Future
Martin Dee photo
B.C. Minister of Forests Andrew Petter spoke on the Forest Practices Code
to more than 200 students at the MacMillan Building while visiting campus
Jan. 17. The presentation was organized by Students for Forest Awareness.
Petter also met with Vice-President, Academic, Dan Birch and the deans
and representatives of the Forestry and Applied Science faculties.
Thunderbird project
meets housing goal
by Abe Hefter
Staff writer
By the end of 1994, approximately
$100 million in new student, faculty and
staff housing will have been built at UBC
during a 10-year period.
And by the time the Thunderbird housing complex is completed in the fall, the
university will have achieved its goal, as
set by the Board ofGovernors, to provide
housing for 25 per cent of the daytime
student body.
The Thunderbird housing project completes the student housing picture on
campus, for now, in that it will offer
unfurnished long-term accommodation
year round for single students, and couples, in addition to traditional shared
furnished suites for singles," said Mary
Risebrough, director of Housing and Conferences.
'This is a new option for UBC students."
The Thunderbird project will house
between 600 and 800 students. Current
single student housing exists at Fairview
Crescent for 780 students, Place Vanier,
which includes room and board, for 920
students, Ritsumeikan-UBC House for
205 students. Totem Park Residence for
1,140 students, and Walter Gage Residence for 1,414 students.
"Residences are still perceived by many
students to be isolated communities, almost like suburbs," said Risebrough. "In
the future, we will continue our efforts to
physically link these communities.
"The Thunderbird complex begins to
address the situation by bringing together the student housing on the south
edge ofthe main campus."
Acadia Park, adjacent to Fairview Crescent, offers accommodation for 531 student families, for a community of approximately 1,800 people.
On the faculty and staff side, the Point
Grey and Pacific Spirit Apartments, which
opened in the fall, bring the number of
housing units available on campus to
268, including Acadia House and Sopron
House. In addition, another 12 child care
spaces will become available at the Pacific Spirit Apartments this month, bringing the number of full-time child care
spaces to 264.
Risebrough said the university will
strive to meet the ongoing housing needs
of faculty, staff and students, as identified through surveys and market research studies, while maintaining
affordability.
"Single student rents on campus are
on par with those in the Greater Vancouver area," said Risebrough. "However,
resident students on campus are given
the opportunity to pursue educational
opportunities and co-curricular programs
that promote personal growth and academic success through the Residence
Life division of the Dept. of Housing and
Conferences," she added.
Risebrough says as far as family housing is concerned, rents are 25 per cent
lower, on average, than in Greater Vancouver.
"UBC offers a variety of housing alternatives on campus. The department's
next task will be to assess waiting lists
and continue to channel efforts into student family housing, which remains a
priority."