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UBC Publications

UBC Publications

UBC Reports Feb 8, 1973

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Vol. 19, No. 2/Feb. 8, 1973/Vancouver 8, B.C.
Staff Writer
Dr. John H.M. Andrews, a native of Kamloops,
B.C., and a graduate of the University of British
Columbia, has been named dean of UBC's Faculty of
Dr. Andrews, who is currently assistant director of
the Ontario Institute of Studies in Education, will
succeed Dean Neville Scarfe as head of the UBC
Faculty on July 1. His appointment was approved by
the University's Board of Governors on Tuesday
(Feb. 6).
Acknowledged as a leader in the study of educational administration in Canada, Dr. Andrews is a
well-known scholar in the field of organization theory
as applied to education.
He has held important academic posts in the
Departments of Educational Administration at the
University of Alberta and the Ontario Institute for
Studies in Education. He earned his Ph.D. degree in
educational administration from the University of
Dr. Andrews, 46, who holds B.A. and M.A. degrees
from UBC, says he believes that a faculty of
education should be an educational resource for the
entire school system rather than purely an institution
for teacher training.
"I see a faculty of education as a critically
important resource, occupying a strong leadership
role in educational matters, working co-operatively,
not only with teachers, but with trustees, school
superintendents, and other officials of the Depart-
Please turn to Page Four
Students who enrol in the first courses in
women's studies ever offered for credit by UBC
will be pioneers in a discipline that has only
recently been explored in the academic world.
In some areas they will have to work from
primary texts because there will be no secondary
material for reference.
"This is a discipline in the process of being
defined," said Dr. Annette Kolodny, assistant
professor in the Department of English and one of
four faculty members who will be teaching the
interdisciplinary courses.
"Almost any topic that a student chooses to
explore, within the parameters of my seminar, for
To Begin
A ten-member committee established by President Walter Gage to consider a recent Report on
the Status of Women at UBC will hold its first
meeting on Tuesday (Feb. 13).
Formation of the committee, which is chaired
by Prof. Robert M. Clark, director of UBC's Office
of Academic Planning, was announced on Jan. 26,
three days after the release of "A Report on the
Status of Women at the University of British
The 100-page report, prepared by the UBC
Women's Action Group, contends that women
staff and faculty members are discriminated
against in terms of appointments, promotions and
salaries, and that the educational opportunities for
women students are not equal to those available to
(Two sections of the report, those setting out
recommendations and guidelines for achieving
equality between men and women at UBC, are
reproduced almost in their entirety on Page Two
and Three of this issue of UBC Reports).
In a statement issued on Jan. 23, the day the
report was released, President Gage commended
the Women's Action Group for the report, which
he said "stems from the concern and the hard
work of a number of dedicated women on this
He said the report would be given serious study
and that "If there are inequities in the University's
treatment of its female students, staff and faculty
members, our aim will be to eradicate them."
The task of the committee established by
President Gage on Jan. 26 is to examine those
sections of the report that deal with academic
matters and academic staff.
It is asked, first, "to consider the validity of the
assumptions made, the statistical methods employed and the conclusions reached."
Then it is asked to "examine the extent to
which discrimination against women, if any, is the
result of University policies rather than general
policies in society."
Finally the committee is asked to make recommendations to the president, based on its study of
the report.
At its first meeting on Tuesday the committee
plans to discuss the terms of reference and the
implications for research to be carried out.
The committee consists of ten members of the
UBC faculty.
Besides Prof. Clark, the members are:
Ms. Alice Baumgart, associate professor of
Nursing; Mrs. Lois M. Bewley, assistant professor
of Librarianship; Dr. James M. Kennedy, director
of the UBC Computing Centre; Dr. Julia Levy,
associate professor of Microbiology; Prof. Peter A.
Lusztig, Commerce and Business Administration;
Ms. Jessie G. McCarthy, assistant professor of
Health Care and Epidemiology; Prof. Peter
Suedfeld, head of the Department of Psychology;
Dr. Ruth L. White, associate professor of French;
Dr. James V. Zidek, associate professor of Mathematics.
Sections of the Report on the Status of Women
dealing with non-academic matters will be referred
to appropriate authorities on campus for study
and recommendation.
example, will produce original work which, i
many cases I am sure, will be a major contributio
to this developing discipline," Dr. Kolodny toll
UBC Reports.
UBC's Senate gave approval to the courses at it:
January meeting and the Board of Governors gave
final approval when it met on Feb. 6. The course;
will be offered in the Faculty of Arts and will start
next fall.
A basic three-unit interdisciplinary lecture
course (Women's Studies 222) will be given by
faculty from the Departments of English, Psychology, and Anthropology and Sociology and will
present multiple perspectives on the role, function,
and expression of women in various societies.
Students will attend three hours of interdisciplinary lectures per week.
Most students will also be expected to participate either in Anthropology-Sociology 222, a
Seminar in Women's Studies, offered in the
Department of Anthropology and Sociology, or
Women's Studies 224, a Seminar on Women in
Literature, in the Faculty of Arts.
Psychology 417, a special section entitled
Psychology of Sex Roles will be offered in the
Department of Psychology for fourth-year students and will deal with material related to
Women's Studies 222.
(A limited number of students, under certain
conditions, will be permitted to enrol in the basic
course only.)
The total enrolment in the women's studies
offerings will be limited to 85 students with
priority being given to students who take a
seminar section in addition to the interdisciplinary
The disciplines of anthropology, English,
psychology and sociology are involved initially
because these are areas in which UBC faculty
members are doing research on the role of women.
In future, however, studies will be extended to
such areas as history, political science, biology and
others to be determined. "We have barely begun to
explore on this campus what other faculty members are doing in relation to women's studies in
other disciplines," Dr. Kolodny said.
In addition to Dr. Kolodny, three other faculty
members were responsible for the final format of
the women's studies courses and for getting them
through committees in their own departments and
in both the Faculty of Arts and the Senate.
The other faculty members are: Dr. Helga
Jacobson and Dr. Dorothy Smith, both of the
Department of Anthropology and Sociology, and
Dr. Meredith Kimball of the Department of
Dr. Kolodny said the need for women's studies
courses stemmed from two main issues — student
demand and a belief in the minds of herself and
her colleagues that the role of women was being
virtually ignored within their disciplines.
"From the point of view of scholars and
academicians, the four of us who developed the
course felt very strongly that our own disciplines
did not examine the role of women as effectively
as they might," she added.
A brief to the Senate in support of the courses
said a "systematic and academically rigorous"
approach to the subject of women's studies is
needed because it is felt by many people on
campus that the traditional ways of representing
the experience of women do not deal adequately
with the subject.
Dr. Jacobson told UBC Reports that the new
courses will not affect the successful non-credit
evening women's studies program that has been
running for the past two years. This program,
sponsored by the Alma Mater Society, will continue.
' The evening  program  is  intended  to serve a
much wider range of people, both on and off the
campus," she said. "It focuses more on immediate
political   issues,   as  well  as on  general  topics of
Please turn to Page Four
A 100-page Report on the Status of Women at UBC,
prepared by the Women's Action Group, an informal
grouping of UBC faculty members, employed staff and
students, was made public on Jan. 23. At that time, the
news media gave wide coverage to sections of the report
dealing with alleged discrimination against women as
members of the student body, faculty and staff. UBC
Reports reprints below, almost in their entirety, two
sections of the report that were reported less widely.
The first of these, which begins immediately below, is
entitled "Plan for Equal Education and Employment for
Women at UBC." It contains recommendations dealing
with the responsibilities of the UBC administration,
means of accountability, educational activities, supportive services and suggestions for further research Copies
of the full report are available, at $1 a copy, from the
Information Desk and the Women's Studies Office, both
in the Student Union Building.
Plan Set Out
It is the stated policy of the University of British
Columbia not to discriminate against women. Our report
shows that discrimination nonetheless exists. To remedy
this, we are asking for a clarification of policy which
A guarantee of equal educational and employment
opportunity for women regardless of age, pregnancy or
possible pregnancy, marital status, number of dependents, or financial position of parents; and
A commitment to remedy the present effects of past
discrimination against women.
To inform the community, we recommend that the
statement of policy be recognized by the President,
Deans and Department heads and published in the
student Calendar and faculty and staff handbooks, given
out to all applicants and incoming students, and posted
in each office.
In order to carry out these commitments we recommend that the University develop a program designed to
correct all practices which discriminate against:
(1) Women students in recruitment and admissions,
curriculum, extracurricular activities, and supportive
services; and
(2) Women faculty and staff in appointment, position, promotion, and salary levels.
The plan should include goals and timetables
wherever it is shown that women are not represented or
(are) under-represented in the whole range of University
activities. We recommend that specific responsibility for
implementation be assigned to the heads of each
organizational unit within the University (i.e., Deans,
Department heads, and staff supervisors). . . .
Keep Records
We recommend that the President require each
academic and administrative Department to collect and
make available statistics by sex:
(1) On applications and admission, financial aid,
scholarships, fellowships, and graduate assistantships
applied for and granted, and
(2) On faculty and staff hirings, education levels,
promotions, changes in tenure status, and salary levels.
We recommend that each Department or administrative unit submit to the President for publication in each
annual report an account of its progress toward equality
in education and employment opportunities for women.
Women's Office
In order to carry out this plan, we recommend that
the University provide additional funds and staff for the
Dean of Women's office so that it can take on these new
To establish and oversee a grievance procedure
whereby students, faculty or staff who feel they have
been denied equal opportunity on the basis of their sex
can appeal. The grievance procedure should follow
established rules of due process: one procedure, not
several;   and   should   allow the  aggrieved  party  to file
grievance with the unit who made the decision under
review. If the grievance cannot be resolved at this level,
the formal procedure — after hearing, right of confrontation, cross-examination, and knowledge of the evidence being used — should follow. Failing this, the
procedure should lead to outside arbitration through the
Canadian Association of University Teachers, the revised
Human Rights Act, or the staff union.
To develop and oversee the equal education and
employment plan with the aid of an advisory council of
women faculty, staff, and students. The advisory council
should be representative of women now on campus in
their numbers and places. The council could co-opt
other members (women or men) as needed.
To assist faculty and students in developing intra-
departmental seminars to discuss and identify sexist
content and attitudes in courses.
To sponsor research and make recommendations for
expanding women's studies programs and courses.
To be a source of information and advice for women.
Because her responsibilities are academic as well as
administrative, the Dean of Women should have a
position equal to that of the academic deans and like
them report directly to the President.
Educational Activities
We recommend that the University make public its
admissions policy, including a complete description of
all criteria and selection processes at all levels of the
University, and that it ensure that none of these are
discriminatory on the grounds of sex, age, or marital
A review of admissions should appear in the annual
report of the Women's Office.
We recommend that the University conduct, department by department, an annual analysis of its student
profile to determine where women are under-
represented. . . .
Upon completion of the analysis of the student
profile we recommend that the President's Office, in
consultation with the Women's Office, establish reasonable goals and timetables to increase representation of
Where women are under-represented in a profession
the Department or Faculty should make an active effort
to recruit more women to that profession, such as
making presentations in high schools or among undergraduates and conducting counselling sessions for
women students in that particular field.
We recommend that programs be designed to recruit
and counsel older women wishing to return to school on
a full- or part-time basis, and that the Senate establish
criteria whereby it evaluates the application process and
recognizes for academic credit the services of women in
volunteer work and community service. . . .
We recommend that the Senate encourage Departments to develop programs of courses and research into
the status and socialization of women and establish a
separate, degree-granting Department of Women's
Studies. Under the Women's Office, the University
should establish and fund a centre to act as a clearinghouse for information on curriculum development,
resources, funding, and research into all questions —
social, economic, political, psychological, educational,
literary, historical, medical — having to do with women's
role in society. This research centre should be available
to all students on campus wishing to use it in conjunction with course work in any department or
program and to students who wish to undertake independent research projects for credit under a women's
studies program.
The University should examine the policies and the
budget of its Department of Physical Education and
Recreation to determine if and where women are being
denied the opportunity to participate in existing programs. Recommendations should be submitted and
financial support provided for new programs designed
for the benefit of women.
We recommend that the University review all criteria
for making support services available to students, and
eliminate those which discriminate on the basis of sex,
age, pregnancy or possible pregnancy, marital status,
number of dependents, or financial position of parents.
It should publish and make available to all students the
criteria and procedures for applying for and receiving
such services, and maintain full records by sex.
Financial Aid: We recommend that all publicly-
funded grants, loans, scholarships,' and fellowships be
posted and be awarded according to clearly established
and published criteria. . . .
Counselling: We recommend that the Women's Office
be given funds to enlarge their present counselling
services in order to develop programs which reach
students not only in university but also in high school
and elementary school to encourage women to be fuJ^
participants in any vocation or profession.
Supportive Services
We recommend that the University recognize the
need for comprehensive child care facilities on campus
open to the children of all faculty, staff and students by»
Providing land and by raising funds for capital costs
to establish permanent, high-quality physical facilities
for day care;
Creating the position of co-ordinator of day care and
providing funds to hire suitable staff for this position;' ^
Supporting through the co-ordinator of day care tha
existing parent co-operative day care centres and stimulating the development of a variety of forms of child
care (i.e., home care, out-of-school care, etc.) to serve
children from birth to 12 years of age; and
Permitting staff employees who are members cff-
parent co-operative day care centres time off with pay ir\
order to work in their centres.
We  further   recommend   that  all  of these steps be
taken   in   consultation  with   the   University   Day   Care
Council,   the   existing   parent   co-operative   day   care
centres, the Women's Office, the Department of Health"
Care   and    Epidemiology    and   other   faculty   groups,
interested in child care.
We recommend that the University provide more
inexpensive housing for students, staff and junior
Part-time Status
Because women's life patterns are different from
men's — that is, during the time many men are working
for higher degrees women are earning money to support
them or caring for small children — women are more
likely to move in and out of the University. The lack oi
respect, consideration and aid for part-time students*
militates against women.
To make academic training equally available to
The Faculties should revise the timing and residence
requirements for their degree programs;
There should be no penalty for interruptions in the
pursuit of a degree:
The University should grant loans and bursaries to
part-time students; on the same basis as it does to
full-time students and should encourage foundations and
other funding organizations to adopt the same policy;     „
All  services,   including  housing,   health,   child care,
should be available equally to part-time and to full-time"
students; and
Part-time status should be available to any student
who is admitted to the University.
For many women the best employment pattern may
occasionally or over a period of time be part-time work.
In  order not to penalize part-time workers we recom- *
That all part-time employees, after successful completion of a probationary period of six months, should
receive the appropriate increase and be paid the same^
hourly wage and have access to the same wage increases
as full-time employees;
That there should be the same basic hourly rate for
students, part-time temporary, part-time permanent, and
full-time employees for the same basic work;
That  job  security   and  advancement  should  be  as;
available to part-time as to full-time employees; and
That all benefits, such as health insurance, pension
plans, housing, child care, leave, should be available to
part-time employees.
We recommend that:
The status of part-time work be changed so that
part-time faculty members enjoy the same rights to
promotion, tenure, salary increases, leave, and other
benefits, and the same rights to vote and sit on
committees as full-time faculty;
o;nr>on *-liz~i~   o   1Q.-7Q. NDATIONS AND EQUALITY GUIDELINES
Part-time work be considered no longer a black mark
on a person's record of employment and that those who
have worked part time in the University be considered
for full-time appointment when their own living circumstances allow for this change; . . . and
That the Faculty Association be allowed to represent
part-time colleagues in all ranks.
'Staff and Faculty
We advocate that these changes be made immediately:
Women staff be encouraged and invited to apply for
administrative posts in the University, and that women
staff be encouraged and invited to apply for, and be
•(accepted into, job categories other than those traditionally labelled female;. . .
When positions of Head, Dean, President are open,
women inside the University and from other universities
be encouraged and invited to apply;. . .
That the Faculty Association be allowed to represent
I those under the rank of assistant professor so that they
' can participate in and snjoy the benefits of their
f     employee association;
It be a priority of the University community in
electing members to all decision-making bodies to ensure
"that women are equally represented;
« It be a priority of the provincial Department of
Education in appointing new members to the Board of
Governors, and in reviewing policies on the composition
of that Board, that women be equally represented;
It be a priority of the provincial Department of
"Education to assist the University in working towards
-*qual employment for women; and
That there be a University-wide policy of granting
maternity leave.
We advocate that the following reviews be undertaken
immediately by the Women's Office in co-operation with
■^Departments and other administrate offices:
A review of the status of all women faculty and staff
with a view to remedying the effects of past discrimi-
A review of hiring, promotions and tenure-granting
policies   and   practices   to   determine   whether   extant
policies are those which best serve the University and the
jW.omen faculty and staff members;
. Programs   designed   to   recruit   new  women   to   the
» ( A review of all moneys for travel and research with a
I view to assuring equality in men's and women's extra
I    moneys; and
,,, A review of all employee benefits, terms of all
insurance, pension plans, etc., to assure equality for
Initial Funding
»•> This report does not represent the definitive statement on the status of women at UBC (although it is the
only such report). It does, however, document the
existence of discrimination. It does give evidence of the
systematic (even if inadvertent) discrimination against
women which occurs at every level of the University. It
4oes indicate that this discrimination takes a concrete
and tangible form (i.e. it's economic); and it does suggest
that this discrimination is built into the structure of the
University. If one finds the word DISCRIMINATE
distasteful, one could say that the University has certain
policies which are more or less guaranteed to perpetuate
sponomic and social inequalities between men and
women. The first step to solving a problem is to
recognize it. This report, which makes certain problems
recognizable, had to be produced by volunteer labor
since there were no funds for a study of this kind nor an
existing channel by which it could be made public and
distributed. We realize that to change the circumstance
for women in the University a great deal more work
must be done. It falls into two categories: the policy
reviews and reshapings recommended cibove and further
collection and analysis of information to clarify and
extend the investigation begun in this report.
^, We ask the University to make a commitment both in
funds to support this work and in co-operation on data.
We ask the University community as a whole to
rethink and revise attitudes toward its women members
and the policies which express those attitudes.
Some office will have to be responsible not only for
correlating these many policy reviews and reshaping and
directing particular proposals to the proper administrative body but also for initiating further action as needed.
We recommend that the Women's Office undertake this
work, and be given funds to do so.
In the present data some groups are lumped that
should not be. The lumping obscures the differences
between male and female activities and representation. . . . Data on faculty members and students should
be broken down by Department rather than by Faculty.
This would provide much more specific and satisfying
documentation of women's and men's representation in
the University.
Salary increments for faculty and staff members have
come into effect since the data on this report (were)
collected. Our data should be updated.
Staff data (are) crude. We don't know the educational
levels, years of job experience, or numbers of dependents of our staff members. These are important to a full
assessment of women's employment circumstance at
We have the least information about undergraduate
women. They are much less well described in our data
than graduate students, staff, and faculty members.
Further inquiry is required to have a complete picture of
their monetary, housing, counselling, and educational
Student work is an area not yet investigated. Information to be gathered should include the kinds of work
men and women students do in the University, the hours
they work, the pay they receive, and the hours and
conditions of work for graduate, teaching, and research
Guidance and counselling services require reexamination to discover the best ways of encouraging
women to break limiting conventions and of supporting
them in their effort to do so.
The Universities Act must be examined to locate the
structures established there which work against the full
participation of women in the University community.
A study of how other universities in North America
have handled the problems that are raised by this report
would be useful at this time.
There are many additional areas needing investigation. This list certainly does not exhaust the possibilities; it is simply a stating of guidelines.
A research operation should be set up and adequately
staffed to:
Design the previously-mentioned studies;
Conduct the research necessary for each project;
Analyse the data and produce reports with recommendations that can be implemented; and
Generate further studies that will be designed to give
a clearer and more accurate picture of women's situation
at UBC	
Reprinted below almost in its entirety is
Appendix B of the Report on the Status of
Women at UBC. The appendix sets out some
guidelines for defining and establishing relative
equality for women as members of the student
body and the faculty and staff.
Equality Guidelines
A definition of equality cannot be static. Our
long-term goal is ABSOLUTE equality, that is,
absolutely equal representation and equivalent opportunities, benefits and rewards for individuals whose
qualifications and work loads are equal. Obviously such
equality cannot be achieved immediately. It is possible,
however, to initiate at once action to create RELATIVE
equality. Our immediate goal is some movement in the
direction of greater equality; our short-term goal
(approximately 15 years) is relative equality. The definition of relative equality must be established separately
for each situation. We set out below some guidelines for
defining and establishing relative equality in certain
In fields of study where there are substantial numbers
of women students there should be women on faculty in
numbers proportionate to the percentage of women
students. These women should be distributed through
the ranks. Where there are few or no women faculty or
students both should be actively recruited, since these
are obviously areas in which the effects of very serious
discrimination must be overcome. Recruitment of
women faculty to such fields should be proportionate to
the number of women receiving higher degrees. The help
and advice of professional associations, and particularly
of women's groups within these associations, should be
solicited in recruiting women faculty. In the case of
appointments and promotion it will be necessary to be
informed of and take into account growth factors in
each field. The number of female graduate students
should be proportionate to the number of women
receiving undergraduate degrees in each field.
Women faculty should be distributed through the
ranks in the same proportions as men faculty. Regular
part-time appointments should be available at all ranks.
The benefits of tenure and promotion should be
extended to the lower ranks where women are disproportionately represented. Promotion and tenure hearings
should give equal weight and consideration to women's
and men's career patterns.
Women graduate students should be represented in
Ph.D. programs in proportion to their numbers in
Master's programs. All graduate programs should be
flexible, allowing for part-time study.
Wherever possible women should be included on
committees. AT LEAST one woman should be active on
each key committee. The above can be easily accomplished in the case of appointed committees. In the case
of elected committees it may be necessary to set
guidelines and even quotas. For instance, it could be
decided that at least x number of the members of a
certain committee must be women. Women should be
actively encouraged to serve on committees at all levels.
It must be recognized that there are areas in which
women are OVER-REPRESENTED, these being in the
lower levels of the administrative structure of the
University. In areas where women tend to be hired at
and to remain at the lower levels, the number of women
at the higher levels should be in the same proportion to
the total number of women employed as the number of
men at the higher levels is to the total number of men
Wages of faculty women should begin to move
toward parity (i.e., equal wages for equal qualifications
and equal work). At present, it is more important to
begin to neutralize inequalities than to raise the salaries
of faculty already receiving larger amounts. The equalization process should begin with the lower ranks.
The University should reconsider the salary levels of
the lower echelons of staff, bringing them into line with
the salaries offered by business firms and guaranteeing
adequate wages to women who are supporting families,
paying for day care, etc.
While making efforts to attract women students to
male-dominated fields of study, the University should
also solicit more scholarships, bursaries, grants, etc., for
fields  that are  presently female-dominated and those
which women enter in substantial numbers. The University should formally protest the deliberate exclusion of
women from consideration for certain scholarships, e.g.,
the Rhodes Scholarship.
Information about marital status and sex should not
be forwarded to those making decisions about scholarships, grants, etc., unless it has been necessary to
establish quotas. Records should be kept of (these) data,
however, to ensure that discrimination is not occurring
Extra moneys should be distributed to female and
male faculty and students on an equal basis. That is, it
must not be assumed a priori that sex determines either
need or worthiness. Particular care should be taken to
guarantee equal consideration wherever distribution is at
the discretion of one individual. Records of all distributions should be kept and made available for examination.
Hiring, admissions, and appointments, promotions
and tenure should take into account women's career
patterns and the discrimination they ordinarily face. . . . UBC to Host Leading  Lecturers
Eight prominent figures in the worlds of literature,
anthropology and political science will visit the
University of B.C. in February and March to deliver
public and classroom lectures and take part in
seminars with students.
Included in the list of speakers is a world-famous
anthropologist, Prof. Claude Levi-Strauss, of the
College de France in Paris, and Canadian novelist
Prof. Hugh MacLennan, who teaches at McGill
Following is a chronological list of the public
lectures, the times and locations of each and speakers'
FRIDAY, FEB. 9 — Prof. Eugene Vinaver, one of
the world's leading authorities on medieval literature
from Manchester University, England, speaks at
12:30 p.m. in Room 104 of the Buchanan Building
on "Medieval Poetry and the Moderns."
THURSDAY, FEB. 15 - Prof. Morton Fried,
chairman of the Department of Anthropology at
Columbia University, New York, speaks in Room 110
of the Henry Angus Building at 4 p.m. His topic:
"Noch Einmal! The Problem of Tribe."
FRIDAY, FEB. 16 - Prof. Rudolfo Stavenhagen,
a sociologist from the National University of Mexico
in Mexico City will speak on "Revolutionary Potential in Latin America," at 12:30 p.m. in Room 110 of
the Henry Angus Building.
Continued from Page One
interest that have to do with the role of women in
The credit program, on the other hand, is
formally academic and is designed for second-year
students, with the exception of the seminar
section of Psychology 417 which is open to
fourth-year students who meet academic prerequisites. Some auditors will be permitted, depending on enrolment. Both male and female
students are expected to enrol, and male and
female faculty members will be invited to give
guest lectures.
Both Dr. Kolodny and Dr. Jacobson said the
proposals for the courses encountered little opposition as they passed through various committees
on their way to the Senate. "Aside from occasional snickers and rude remarks, which we graciously ignored, none of the 11 committees
through which the course offerings were processed
raised any substantive objection either to content
or organization," Dr. Kolodny said. Dr. Jacobson
added that a number of people complimented the
course organizers on the job that they had done.
Dr. Jacobson said the major complaint that she
and her colleagues had was an apparent lack of
communications between the committees at the
different levels. "We found that in committee after
committee we were saying the same things over
and over again because there had been no previous
communication from one committee to the
Approval of the courses represented the culmination of two years of effort on the part of a
large number of p'eople on the campus. Another
reason for the slow progress was that the interdisciplinary nature of the offerings, which span
three departments and four disciplines, required
more than the usual number of committee debates
and approvals.
"Shepherding these offerings took many unexpected hours of time and sorely tried our energy
resources," Dr. Kolodny said.
Though  UBC  is the first university in British
Columbia to offer credit courses in women's
studies, many leading North American universities
have been offering major programs in women's
studies at the undergraduate level since 1966, and
at least two are offering graduate degrees in the
subject, added Dr. Kolodny.
Approval of the courses by the Senate is not
considered by those who proposed it as an
achievement for women's rights on the campus.
"We do consider it an achievement for this
university to have expanded once more to deal
with new areas of academic interest," said Dr.
Added Dr. Jacobson: "We hope that this will
lead to a greater interest, within the University, in
interdisciplinary courses in general."
Continued from Page One
ment of Education," he says.
He also sees a faculty of education being deeply
involved in in-service and continuing education programs for teachers.
Described by his colleagues as an extremely
capable administrator able to make tough, hard-nosed
decisions when necessary, and a strong believer in
participatory administration. Dr. Andrews has been
on the staff of the OISE since 1965, when he was
appointed professor and chairman of the Department
of Educational Administration. He became coordinator of research in 1966 and two years later was
appointed assistant director.
Before moving to Ontario he was associate professor, and later professor, in the Department of
Educational Administration at the University of
Alberta, Edmonton, for eight years.
Dr. Andrews lived in British Columbia until he
went to the University of Chicago in 1955. He
received his primary and secondary education in
Kamloops and came to UBC in 1943. He graduated
four years later with a B.A. in honors physics and
worked for two years as an engineer with Britannia
Mines in Britannia, returning to UBC in 1949 to take
a year of teacher training.
■ ■■%#% Vol. 19, No. 2 - Feb. 8, 1973.
I !■■■ Published by the University of
llllll British Columbia and
maTamwmmr distributed free. UBC Reports
REPORTS appears regularly during the
University's Winter Session. Jim Banham,
Editor. Louise Hoskin and Wendy Kalnin,
Production Supervisors. Letters to the Editor
should be sent to Information Services, Main
Mall North Administration Building, UBC,
Vancouver 8, B.C.
For the next five years he was a teacher and
principal in schools in Squamish, Salmon Arm and
Woodfibre. Active in teacher affairs, he served as a
salary negotiator for teachers in the Okanagan and as
president of the Howe Sound Teachers' Association.
He also did graduate work at UBC during the
summer and in 1954 was among the first group of
students to receive M.A. degrees in education
For the next two years he studied for a Ph.D. in
educational administration at the University of
Chicago on a scholarship which, he says, paid more
than his last teaching job at Woodfibre. While at the
University of Chicago he was involved in a number of
research studies and in the production of the Administrators' Notebook.
In addition to his academic activities at the
University of Alberta he was active with the Association of the Academic Staff and served as chairman of
its salary negotiating committee. He also served as a
trustee and chairman of the Edmonton School Board.
Dr. Andrews has had articles published in a variety
of publications, including teachers' and trustees'
magazines, educational research journals and administrators'   publications.
Dr. Andrews explained that one of his major areas
of research has been an investigation of the characteristics that produce good leadership within the
school system.
Married to the former Doris Payne, a UBC
graduate and former teacher, whom he met while
attending UBC, Dr. Andrews has a family of four.
A keen skier who used to hike into Garibaldi Park
to ski long before the area was developed. Dr.
Andrews also holds a private pilot's licence and is an
enthusiastic glider pilot.
The Hon. Mrs. Eileen Dailly, B.C.'s Minister of
Education, has cancelled her 12:30 p.m. talk at UBC
today (Thursday), a spokesman for the UBC New
Democratic Party Club told UBC Reports at press
Both Prof. Fried and Prof. Stavenhagen, who are
Cecil H. and Ida Green Visiting Professors, will also
take part in a two-day conference on "Peasant Social
and Political Participation: Asia and Latin America"
on FRIDAY and SATURDAY, FEB. 16 and 17
sponsored by the UBC Institute of Asian and Slavonic
Research and the Research Group on Latin America.
The conference meets at 9:30 a.m. each day in
Room 2NA and B in the Psychiatric Unit, Health
Sciences Centre Hospital, 2250 Wesbrook Crescent.
Interested faculty members and students are welcome.
SATURDAY, FEB. 17 - Prof. Claude Levi-
Strauss, the noted anthropologist, will speak at a
meeting of the Vancouver Institute at 8:15 p.m. in
the Frederic Wood Theatre at UBC. His topic is "The
Mythology of Forgetfulness." Please note that the
Institute is not meeting in its usual location, Room
106 of the Buchanan Building, on this occasion only.
MONDAY, FEB. 19 - Prof. William Empson,
former professor of English at Sheffield University,
England, will speak on "Coleridge and the Spirits of
Nature" in Room 106 of the Buchanan Building at
12:30 p.m. under the sponsorship of the English
THURSDAY, MARCH 1 - Canadian novelist Prof.
Hugh MacLennan, of McGill University, will give the
first of two Sedgewick Lectures under the sponsorship of the English Department. His first lecture,
entitled "Literature and Technology," will take place
in Room 106 of the Buchanan Building at 8 p.m.
FRIDAY, MARCH 2 - Prof. MacLennan speaks
again at 12:30 p.m. in Room 106 of the Buchanan
Building on "Writing in Canada Over 30 Years."
THURSDAY, MARCH 8 - Dr. Andreas
Papandreou, professor of economics and director of
the graduate program in economics at York University, Toronto, gives the first of two E.S. Woodward
Lectures in Room 106 of the Buchanan Building at
12:30 p.m. His first lecture is entitled "The Ideology
of Development."
FRIDAY, MARCH 9 - Dr. Papandreou, who is a
former cabinet minister in the Greek government,
speaks again in Room 106 of the Buchanan Building
at 8 p.m. His topic: "Underdevelopment and Dependence."
UBC's Board of Governors has decided to give
further study to proposed increases in room and
board rates and rental charges on all campus residence
At its meeting on Tuesday (Feb. 6), the Board
heard representations from students living in Acadia
Park and Acadia Camp, where accommodation is
provided for married students and those with
The Board decided to study the increases further
before taking a decision. The matter will come before
the Board when it resumes its adjourned Feb. 6
meeting on Monday (Feb. 12).
It has been necessary for the Board to operate
campus residences on a self-sustaining basis without
subsidies from operating funds, which are used to
maintain the University's academic program.
Rents paid by students and faculty members pay
for the operating and maintenance costs of residences
and the repayment of principal and interest on bank
loans and loans from Central Mortgage and Housing
Corporation, which advances money to universities
for residence construction.
Students who expect to receive their academic degrees in the spring are reminded that
completed "Application for Graduation" cards
must be returned to the Registrar's Office rtot
later than Feb. 15.
An official in the Registrar's Office said that
it is the responsibility of the student to make
application for his or her degree. The list of
candidates for graduation that is presented to
each Faculty and to Senate is compiled from
the Application for Graduation Cards.


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