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UBC Publications

UBC Reports Apr 18, 1996

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Survivors of breast
cancer form team
by Gavin Wilson
Staff writer
UBC researchers are dramatically challenging the belief that women treated for
breast cancer should not do vigorous
exercise by sponsoring a dragon boat
racing team composed entirely of breast
cancer survivors.
Many of the team members have taken
part in a research project at the Allan McGavin
Sports Medicine Centre that is attempting to
show that exercise can actually help women
recover from breast cancer.
"The original idea behind this was to
dispel some ofthe myths about what you can
and can't do after having gone through
treatment," said Sherri Niesen. a PhD student and exercise physiolo-
gisU'onducting the research ^^^mmtmim
under the supervision of
Dr. Donald McKenzie.
"Women are often told
that they can't lift more
than 10 pounds and they
shouldn't do any repetitive movements, including rowing or paddling.
We want to show women
that there are no limitations anymore." 	
The concern has been lymphedema, a
swelling of the arm that sometimes afflicts
women who have had lymph nodes removed
to determine their prognosis. Although not
life-threatening, it can be debilitating, causing pain and limiting movement.
Niesen hopes to show that a proper
exercise and rehabilitation program can
improve the mental and physical health
of recovering patients without inducing
We want to show
women that
there are no
Sherri Niesen
In another study. Niesen will compare
women with breast cancer with a control
group for heart, lung and muscle fitness
as well as psychological measures such
as self-esteem and self-concept.
The research is innovative because it
will help fill a void in breast cancer recovery, Niesen said. Survivors—there are
two million women living with breast
cancer in North America—often feel neglected once they are finished treatment.
'There are no established guidelines to
help these women get back into shape,"
she said.
So far,  25 breast cancer survivors,
ranging in age from 38 to 60, have signed
up for the dragon boat team. Only two
have any experience in competitive sports.
They  have  taken two
months of weight training
to gradually build  their
strength, a big step for some
women who  shied  away
from even using the arm on
their treated side for fear of
getting lymphedema.
The team recently had
their first day on the water. From now until the
June race they will prac-
      tice two or three times a
week.  McKenzie,  a former competitive
kayaker, will coach.
"We're not out to win; we want them to
get out there and have fun," Niesen said.
That seems to be the approach taken
by the high-spirited crew, who call their
team Abreast in a Boat.
One of the team members is Susan
Harris, a physiotherapist and professor
in the School of Rehabilitation Sciences
Sciences celebrates
50th anniversary
Finlay Morrison remembers fondly
the genesis of UBC's Faculty of Pharmaceutical Sciences 50 years ago.
Morrison, a self-proclaimed "renegade from the
prairies," was asked to join
the faculty in 1947 by
founding dean Esli Woods.
Woods had taught Morrison
at the University of Saskatchewan and wanted him
to teach pharmaceutics at
"I was the third member to
join the faculty on a full-time
basis," says Morrison, who
retired in 1982. "1 was in
charge of teaching the students everything they needed to know
about compounding and dispensing drugs.
Profiles of some of the
work being done within
the faculty. Please see
Page 12.
. *»fo
mixing ointments, elixirs, tinctures...you
name it."
Morrison, Woods and Phyllis Brewer
were the original triumvirate
who oversaw a curriculum
that consisted of a handful of
Morrison s reminiscences
are included in a special 300-
page commemorative book
entitled The Golden Years of
Pharmacy. 1946-96. The
book is being edited by clinical pharmacy specialist
Louanne Twaites (Class of
'53) and colleague Bev Louis.
Morrison concedes that
the current faculty and curriculum bears little resemblance to the
early days.
Today's Faculty of Pharmaceutical
Sciences has an undergraduate population that exceeds 500 students, an
increase of 30 per cent in the last decade. Dean John McNeill attributes this
The Jig Is Up
John Chong photo
Cape Breton Island's Ashley Maclsaac plays up a storm at the annual Arts
County Fair, the rock concert sponsored by the Arts Undergraduate Society
that marks the end of the school year. The concert was a benefit for AIDS
Vancouver and the Canadian Cancer Society.
Input sought in search
for new UBC president
The search for a new president for
UBC is underway and the 19-member
Presidential Search Committee, chaired
by Chancellor-elect William L. Sauder, is
seeking input into the search for a successor to UBC President David Strangway,
who completes his second six-year term
in June 1997.
Sauder has issued an open letter to
the university community asking faculty,
students, staff and alumni for their views
"concerning the crucial issues likely to
affect the scope and nature of the Office
ofthe President in the years ahead."
The committee also welcomes views on
the background, experience, professional
qualifications and personal qualities that
it should seek in candidates for the presidency.
Sauder's letter invites the university
community to submit names of suitable
candidates, along with as much information as possible and the reasons for proposing each name.
The   search   for   a   successor   to
See SEARCH Page 2
Flying Starfish
Some starfish go into space before they're born
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Park Safe 11
Safety features: A parkade built with more than the cars' security in mind
Top Teacher 12
Pharmaceutical Sciences' Marguerite Yee knows how to teach what it takes 2 UBC Reports ■ April 18, 1996
Continued from Page 1
Strangway will be widely advertised, both in Canada and
abroad. The search committee
has engaged the services of an
executive search firm to assist in
its search for a new president.
Sauder added that the consultant is an adjunct to the search
committee itself and will act only
in a supporting role. Liaison has
been established between the
search committee and the consultant who will be acting under
the committee's direction.
In the later stages ofthe search
process, the search committee
will have full responsibility in
determining the short list of
names, interviewing and making the final recommendations
to the Board ofGovernors.
The committee has been requested to forward its recommendation to the Board ofGovernors
no later than January 1997.
Correspondence, which will be
treated in absolute confidence,
should be sent to: Dr. William L.
Sauder, Chancellor-elect and Chair,
Presidential Search Committee,
University of British Columbia,
Room #108, Old Administration
Building, Campus Mail, Zone 2.
BoG chair
Shirley Chan, manager of
Non-Market Housing, City of
Vancouver, has been named
chair of UBC's Board of Governors. Chan was appointed to the
board in 1992 and most recently
served as external vice-chair.
Educated in Ontario and B. C.,
she received a master's degree in
environmental studies from Toronto's York University. Chan
has served as a private consultant and as an environmental
community planner. She was
chief of staff to the mayor of
Vancouver between 1981 and
1986, and executive assistant to
the president of BCIT in 1987/
88. Chan currently serves as a
director of VanCity Credit Union
and Citizens Trust.
Her term as chair of UBC's
Board ofGovernors extends from
March 21, 1996 to September
1997. She replaces Barbara
Crompton who resigned in February to devote more time to family and business commitments.
Continued from Page 1
who has a professional and personal interest in the project.
Harris had breast cancer 18
months ago, and has since
refocused her research from
pediatrics to women's health issues.
'We are taking some risks by
doing this," Harris said, acknowledging fears of lymphedema, "but
there is some evidence that aerobic
exercise can help prevent breast
cancer. I'm interested to see if it can
also prevent a recurrence."
The Sports Medicine Centre's
research is funded by proceeds
from the annual Pacific Spirit
Run, which is sponsored by the
University Hospital Foundation.
The 10-kilometre fun run or
five-kilometre family walk
through the trails of Pacific Spirit
Park will be held May 11. For
more information on the run.
call 681-7701.
Presidential Search Terms of Reference
That the following be the terms of reference ofthe 19-member
Search Committee for the Selection of a President:
a) To review the institutional profile presented by the Management Resources Compensation Committee (MRCC).
b) The Secretary of the Board of Governors shall be the
Secretary of the Search Committee.
c) To co-ordinate the search and recruitment of candidates, to
receive nominations, to analyse the suitability of candidates, to interview candidates. The Search Consultant
selected by the Committee, will assist the Committee with
the above.
d) To develop, following consultation with the University community, the criteria to be used by the Committee to evaluate
candidates, and to report the criteria to the Board for
e) To set up its own procedures on the understanding that the
search will be a confidential search.
f) To report, in general terms, to each Board Meeting (during
the selection process) on the progress of the Committee.
g) To develop a "short list" of no more than three candidates
in order of preference and to submit the Committee's first
preference to the Board for review and approval.
h) To submit its recommendation to the Board no later than
January 1997.
Presidential Search Committee
Honorary Chair-Chancellor Robert H. Lee
Chair-Dr. William L. Sauder (Chancellor-elect)
Three  external  members  of the  Board  of Governors
(includes at least one member ofthe Management Resources
Compensation Committee)
Ms Shirley Chan
Mr. Harold Kalke
Mr. Robert H. Lee
Two members of the University Senate
Dr. Michael Isaacson
Dr. Graham Kelsey
Three members of faculty, elected by joint faculties
Dr. William Bruneau
Dr. Patricia Baird
Dr. Graeme Wynn
Two deans, chosen by the Committee of Deans
Dr. Barry McBride
Dr. Nancy Sheehan
Three students:
Two undergraduates chosen by Students' Council
Mr. Am Johal
Ms Heather Hermant
One graduate student chosen by the Graduate Students'
Mr. Michael K. Y. Hughes
Two members ofthe Alumni Association, appointed by the
Board of Management of the Alumni Association
Mr. Al Poettcker
Dr. Robert Wyman
President of the Faculty Association
Mr. Tony Sheppard
Two members of the non-academic administration and
support staff:
One union
Mr. Ben Pong
One M&P group
Ms Sarah Dench
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Life and
UBC Reports is published twice monthly (monthly in
December, June, July and August) for the entire university
community by the UBC Public Affairs Office, 310 - 6251
Cecil Green Park Road, Vancouver B.C., V6T 1Z1. It is
distributed on campus to most campus buildings and to
Vancouver's West Side in the Sunday Courier newspaper.
Associate Director, University Relations: Steve Crombie
Managing Editor: Paula Martin (paula.martin@ubc.ca)
Editor/Production: Janet Ansell (janet.ansell@ubc.ca)
Contributors: Connie Bagshaw (connie.fiiletti@ubc.ca),
Stephen Forgacs (Stephen.forgacs@ubc.ca)
Charles Ker (charles.ker@ubc.ca),
Gavin Wilson (gavin.wilson@ubc.ca).
Editorial and advertising enquiries: (604) 822-3131 (phone),
(604) 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 ■ April 18, 1996 3
Starfish in space to aid
human development
by Gavin Wilson
Stciff writer
When the space shuttle Endeavor
blasts off from Cape Canaveral May 16.
the stars in the heavens won't be the only
ones the crew will be seeing. On board
will be thousands of tiny starfish that are
part of a UBC experiment.
Dr. Bruce Crawford, of the Dept. of
Anatomy, is sending the starfish embryos aloft to see how zero gravity affects
their early muscle development and other
The results could be applied to human
conditions including muscle atrophy,
which is a serious problem for astronauts, especially if they spend long periods of time in space.
As well, what is learned about embryo
development in zero gravity may have
significance in the future if people conceive children on space stations or during
interplanetary expeditions.
"We hope to learn something about
how these developmental changes occur
in starfish embryos and then see what
that augurs for human development."
Crawford said.
Why starfish? They are simple organisms with transparent embryos, so it is
easy to view their internal development,
he said. And their tiny size—no larger
than the head of a pin—is convenient for
the confines ofthe shuttle.
Canadian astronaut Marc Garneau,
making his second space flight as part of
a six-member crew, will be in charge of
monitoring the progress of the embryos
as they grow.
But he won't have much to do, thanks
to hardware developed by Crawford and
his associates called the Aquatic Research
Facility. The facility, specially designed
for space experiments with small aquatic
organisms, encloses all the experiment
equipment and thousands of starfish eggs
in a briefcase-sized box.
Video cameras will record the development of the embryos during the 10-day
flight, while a computer maintains proper
temperature and light levels and a centrifuge keeps a control group at a gravity
that mimics Earth's.
A fixative will freeze different groups
of embryos at various stages of development, while others will be brought back
As well as a better understanding of
starfish muscle development, Crawford
hopes to learn more about how they
orient themselves to what is up and down.
Humans use their inner ear to maintain
balance, but it is not known how starfish
accomplish this feat.
The experiment will also look at behaviours related to gravity. For example,
starfish swim with a corkscrew motion at
an early stage of their development.
"If they begin to do this behaviour in
zero gravity, then this tells us it is genetically coded. We hope they don't, because
then we will see if they can learn to do it
when they return to earth in a later stage
of development," Crawford said.
As part of the same NASA/Canadian
Space Agency project. Prof. Alan Lewis, of
Earth and Ocean Sciences and Zoology,
will have experiments on future space
shuttle missions.
s&Sy Campus works
^\7 Purchasing
Card and web site
simplify purchases
by Stephen Forgacs
Staff writer
UBC's Purchasing Dept. is taking advantage of technology to streamline
purchasing transactions for UBC employees and suppliers, and to reduce the
paperwork associated with these transactions.
The introduction of a procurement card this fall is expected to provide buyers
in the Purchasing Dept. with more time to work on other major supply contracts
and value-added activities by greatly reducing the number of smaller transactions which were traditionally processed by university buyers.
The card, similar to the widely used university credit cards, will allow
authorized UBC staff to make relatively low dollar value and one-time purchases without going through Purchasing.
Purchasing Manager Don Graham said there are several advantages to using
the procurement card, particularly for accounts payable.
"If we're dealing with 50 vendors who accept the procurement card, and UBC staff
are making numerous one-time purchases, there could potentially be hundreds of
transactions every month," said Graham. "But we would get no more than 12 invoices
per year—one per month from the bank."
The card is also intended to complement the electronic blanket order system
which is used for non-recurring purchases and take the place of the costly
requisition for payment process. Graham said.
The electronic blanket order system was recently introduced by Purchasing. Its
catalogue of vendors, with whom the department has established supply agreements,
is available through the Internet. The Web site at http://www.purchasing.ubc.ca/
allows customers to search for suppliers by product, service or vendor name to gain
information required to place an order by phone or fax with that vendor.
Graham said that giving UBC customers the ability to browse the vendor and
product lists will speed up, and give the customer more control over the order
process while reducing the processing cost.
Vendors who also have Web sites will be able to establish a direct link from
the Purchasing site to their own catalogues.
"The problem in the past was that we had to create an individual blanket order for
each UBC customer for the same supplier." said Graham. 'This is not required under
the new system since customers can create their own unique blanket order and the
transaction can still be completed by phone or fax."
Graham said increasing use ofthe Internet to streamline purchasing operations goes
a long way toward improving links between university departments and Purchasing.
"The fact that many departments now make use of this new connectivity
represents a whole new direction." he said. "It's a big technological advance that
is making the entire purchasing process more efficient and cost-effective."
Gavin Wilson photo
Dr. Bruce Crawford of Anatomy is sending the eggs of starfish such as these
on a space shuttle flight next month to see how zero gravity affects their
Mill effluent focus for
world-wide experts
by Stephen Forgacs
Staff writer
International experts on the environmental impact and treatment of waste
water discharged by pulp and paper operations will gather in Vancouver June
10-13 for a UBC-sponsored symposium
on treatment of pulp mill effluent.
The fifth International Association on
Water Quality Symposium on Forest Industry Wastewaters is being held in Vancouver for the first time and is expected to
draw about 250 engineers, toxicologists
and environmental impact experts from
around the world.
Participants at the symposium will
present the latest research results on in-
mill technologies for pollution prevention,
waste water and solid waste treatment
and the assessment of environmental effects of pulp and paper mill discharges.
UBC Civil Engineering Assoc. Prof.
Eric Hall said the symposium will draw
attention to effluent treatment methods
unique to West Coast operations and also
to many of the research activities
underway at UBC and in B.C. Hall and
Forestry Prof. Jack Saddler are members
ofthe symposium organizing committee.
"UBC has an industrial research chair in
forest products waste management that has
really allowed us to accelerate our activities
in this area. This symposium will provide us
with an opportunity to highlight some ofthe
work we are doing," Hall said.
Several UBC students, graduates and
faculty members will present papers on
topics related to treatment of by-products of pulp and paper processes.
The symposium is held every three
years  in  order to  allow a  substantial
amount of progress in research between
meetings. Research advances have led to
a gradual shift in focus from one meeting
to the next.
In the early 1980s the focus was on a
particular type of treatment technology. It
then shifted to chlorinated organic compounds such as dioxins and furans, which
were a major issue in B.C. The focus has
again shifted to new or improved technologies that will allow pulp mills to reuse more
of the effluent and ultimately discharge
less waste water. Hall said.
'The focus remains on effluents that
are discharged by the pulp and paper
industry," said Hall. "But the area of interest is not only the treatment and production of the effluents, but also the impact
that they have on the environment."
Hall said the symposium will provide
an opportunity for international experts
to become better acquainted with Canadian research and the technologies used
in several B.C. mills. It will also give the
Pacific Northwest and Alberta forest industries access to information and expertise on leading edge practices and
technologies in use in other countries.
Following the conference, participants
will have an opportunity to visit either the
Harmac Pacific bleached kraft mill near
Nanaimo or the Howe Sound Pulp and
Paper Mill in Port Mellon.
A comment attributed to UBC's personal security co-ordinator Meg Gaily in
the April 4 issue of UBC Reports should
have stated that 85 assaults were reported to the university detachment of
the RCMP in 1995. 4 UBC Reports - April 18, 1996
April 21 through May 4
Monday, Apr. 22
Economics Seminar
Structural Analysis Of Auction
Data. Quang Vuong. Buchanan
D-225, 4pm. Call 822-2876.
IHEAR Seminar
Cochlear Implant Update. Sipke
Pijl. BC Cancer Research Centre,
601 West 10th Avenue, lecture
theatre, 4:30pm. Call 822-3956
ifyou have special listening needs.
Science and Society
Evolutionary Epistemology And
The Advancement Of Scientific
Knowledge. Dawn Ogden. Philosophy. Green College. 8pm. Call
Tuesday, Apr. 23
Pharmaceutical Sciences
The Metabolism And Disposition
Of Ifosfamide Enantiomers Using Chirality To Eliminate 'Scientific Nonsense' In Clinical Pharmacology. Dr. Irving Wainer.
Montreal General Hospital.
IRC#3, 12:30-4:30pm. Call 822-
Oceanography Seminar
The Use Of Sea Star And Other
Echinoderms In Marine Environmental Toxicology And Chemistry. Emilin Pelletier, Institute of
Ocean Sciences. BioSciences
1465, 3:30pm. Call 822-2821.
Public Lecture
Myths About Teen Pregnancy and
Parenthood: Implications For
Sexuality Education. Deirdre
Kelly, Educational Studies. Judge
White Theatre, Robson Square
Conference Centre, 7:30pm. Reception to follow. Call 822-6239.
Wednesday, Apr. 24
Pharmaceutical Sciences
Alendronate For Osteoporosis: Is
It For Everyone? Alan Low.
Pharm.D student. IRC-G41,4:30-
5:30pm. Call 822-4645.
Computer Science Invited
Speaker Seminar Series
The Sproull Pipeline Processor.
Ivan Sutherland, Sun
Microsystems Laboratories Inc.
CICSR/CS 208, 4pm. Refreshments. Call 822-3061.
Respiratory Research
Seminar Series
Respiratory Muscle Injury Or Respiratory Muscle Fatigue? Dr. J.
Road. Medicine. Vancouver Hospital/HSC. 2775 Heather St.. 3rd
floor conference room. 5-6pm. Call
Surgery Grand Rounds
Current And Future Strategies In
The Management Of Brachial
Plexus Injuries. Dr. Thomas
Zwimpfer, Surgery. GF Strong auditorium, 7am. Call 875-4136.
Orthopaedics Grand Rounds
Complex Reconstruction Of The
Knee: Testing The Limit. Dr. B.A.
Masri, Dr. E. Masterson. Orthopaedics. VancouverHospital/HSC,
Eye Care Centre auditorium, 7am.
Call 875-4111 local 66276.
Thursday, Apr. 25
Cooperative University-
Provincial Psychiatric
Liaison Workshop
ADHD In Children & Adults: Diagnosis. Assessment & Treatment.
Dr. Russell Barkley. Centennial
Theatre Centre, N. Vancouver. Two
full days: continues April 26. $180
for professionals. SI50 for parents. Sponsored by CUPPL, Psychiatry. Call 822-7971.
Friday, Apr. 26
Paediatrics Grand Rounds
Management Of Perinatal HIV Disease In British Columbia. Dr. Jack
Forbes and Dr. David Burdge. Oak
Tree Clinic, Women's Hospital. Dr.
Deborah Money. Maternal Foetal
Medicine, Women's Hospital. GF
Strong auditorium, 9am. Call 875-
Festiva 96!
An International Celebration. International food fair, performances
from around the world, folk-dancing, dance party. International
House, 5pm-midnight. Tickets from
International House. $6 in advance,
$7 at door. Call 822-5021.
Monday, Apr. 29
Biochemistry and Molecular
Biology Seminar
Functional Selection Of Oncogenic
cDNAs From Retrovirally Transduced Libraries. Dr. Robert Kay,
Terry Fox Laboratory. IRC#4.
3:45pm. Refreshments at 3:30.
Call 822-9871.
Economics Seminar
Voluntary Export Restraints On
Autos: Evaluating A Strategic
Trade Policy. Jim Levinsohn. U of
Michigan. Buchanan D-225, 4pm.
Call 822-2876.
Professional Biologists of BC
Public Session
The Problem Of Unlimited Population Growth. Consumption And
Technology. IRC main lobby, 7pm.
$10 at door. Call 737-8109/946-
Tuesday, Apr. 30
Centre for Applied Ethics
Utility Theory And Ethics.
Philippe Mongin. Centre de la
Recherche Scientifique, France.
Angus 413. 2-4pm. Call 822-
Wednesday, May 1
Respiratory Research
The Scope Of MucokineticTherapy
In Cystic Fibrosis Lung Disease.
Dr. M. King, U of Alberta. Vancouver Hospital/HSC, 2775 Heather
St.. 3rd floor conference room. 5-
6pm. Call 875-5653.
Microbiology and
Immunology Seminar
A Novel Regulatory Chromosomal
Locus for Multiple Antibiotic Resistance in E. coli.. Stuart Levy,
Tufts U. Wesbrook 201, 12pm.
Call 822-3325.
Thursday, May 2
Grand Rounds
Clinicopathological Conference.
Dr. Bonnie Massing,
Haematopathology: Dr. Jennifer
Martin. Dr. Larraine Prisman, Paediatrics. GFStrong auditorium 9am.
Call 875-2307.
Saturday, May 4
Web Workshop
Using Netscape For Information Re -
trieval And Organization. Mark Jordan, David Kisly, Target and Information Services. Main Library, 8th
floor. 9am- lpm. $85. Call 822-2404.
Badminton Drop-In
Faculty/Staff/Grad Students are
welcome at the Student Recreation Centre. Mondays. 6:30-8pm.
and Wednesdays. 6:45-8:15pm.
Bring your library card. Check for
ratkay@unix.infoserve.net or call
Faculty. Staff and Grad Student
Volleyball Group. Every Monday
and Wednesday. Osborne Centre.
Gym A. 12:30-1:30pm. No fees.
Drop-ins and regular attendees
welcome for friendly competitive
games. Call 822-4479 or e-mail:
Morris and Helen Belkin
Art Gallery
The Innocence Of Trees: Agnes
Martin and Emily Carr. Guest
curated by David Bellman. March
14 - May 25. Tuesday - Friday,
10am-5pm: Saturday, 12-5pm.
1825 Main Mall. Call 822-2759.
Faculty Development
Would you like to talk with an
experienced faculty member, one
on one. about your teaching concerns? Call the Centre for Faculty
Development and Instructional
Services at 822-0828 and ask for
the Teaching Support Group.
Fitness Appraisal
The John M. Buchanan Exercise
Science Laboratory is administering a comprehensive physiological
assessment program available to
students, staff, and the general
public. A complete fitness assessment with an interpretation ofthe
results takes approximately one
hour and encompasses detailed
training prescription. A fee of $50
for students and $60 for all others
Wesbrook scholar Karen Mountifield (centre), a student in UBC's School of Human
Kinetics, joined longtime Wesbrook Society member Mary Plant and UBC Chancellor
Bob Lee at the annual Wesbrook Society recognition event March 20. The Wesbrook
Society was established in 1981 to recognize donors who contribute $1,000 or more to
UBC on an annual basis. Wesbrook scholars are selected each year for demonstrated
excellence in academic achievement and service to the community.
is charged. For additional information or an appointment, please
call 822-4356.
Parents in Long-Term Care
Daughters with a parent in a care
facility are invited to participate.
Study focuses on the challenges of
visiting/providing care and its effect on well-being. Involves interviews/responses to questionnaires. Call Allison, Counselling
Psychology at 946-7803.
Clinical Trial in Dermatology
A study comparing two oral medications. Famciclovir and
Valacyclovir in the treatment of
first episode of Herpes Zoster (shingles). Age 50 and over. Division of
Dermatology. 835 West 10th Avenue. 3rd floor. Reimbursement
for expenses. Call 875-5296.
Surplus Equipment
Recycling Facility
Weekly sales of furniture, computers, scientific etc. held every
Wednesday. noon-5pm. SERF,
Task Force Building, 2352 Health
Sciences Mall. Call 822-2582 for
Garden Hours
Nitobe Memorial Garden. Botanical
Garden and the Shop-in-the-Garden
are open 10am-6pm daily (including
weekends) until Oct. 13. Call 822-
9666 (gardens), 822-4529 (shop).
Guided Tours of
Botanical Garden
By Friends of the Garden. Every
Wednesday and Saturday, lpm,
until Oct. 13. Free with admission. Call 822-9666.
English Language Institute
Homestay. English-speaking families are needed to host international students participating in ELI
programs for periods of two to six
weeks. Remuneration is $22/
night. Call 822-1537.
Chronic Low Back Pain
The Dept. of Counselling Psychology  is  looking  for women  with
chronic low back pain to volunteer to participate in a research
project that is aimed at understanding what factors help or
hinder peoples' ability to manage
pain on a daily basis. Participants will be asked to meet with
a researcher for one interview,
and then to complete some questionnaires at home every day for
30 days. Ifyou are a woman 19
years of age or older, have had
low back pain for at least six
months, experience back pain on
a daily basis, have a spouse or
partner living with you, and would
be willing to invest approximately
10 minutes a day for 30 days,
please call 987-3574 for more
information. All information will
be kept strictly confidential.
Clinical Research
Support Group
The Clinical Research Support
Group which operates under the
auspices of the Dept. of Health
Care and Epidemiology provides
methodological, biostatistical,
computational and analytical
support for health researchers.
For an appointment, please call
Laurel Slaney at 822-4530.
Lipid Clinic
Clinical Trials Unit
Volunteers are needed for a study
on blood fat levels. The volunteer
must be a pregnant woman in
her third trimester (32-40 weeks),
20-35 years old and in good health
(no diabetes or renal disease).
The volunteer will need to have a
fasting blood test to measure
blood fat levels. From this initial
screening, only those volunteers
with very high and very low blood
fat levels will be contacted again
after six months for another blood
test. If interested make an appointment with Liz Kalt at St.
Paul'sLipidClinic631-5613. One
half-hour is needed for the initial
blood test and questionnaire.
Next calendar deadline:
noon, April 23
The UBC Reports Calendar lists university-related or
university-sponsored events on campus and off campus within the Lower Mainland.
Calendar items must be submitted on forms available from the UBC PublicAffairs Office, 310-6251 Cecil
Green Park Road, Vancouver B.C., V6T IZ1. Phone:
822-3131. Fax: 822-2684. Please limit to 35 words.
Submissions for the Calendar's Notices section may be
limited due to space.
Deadline for the May 2 issue of UBC Reports—which
covers the period May 5 to June 15 — is noon, April 23.
1996. UBC Reports ■ April 18, 1996 5
April 18, 1996
To: Members of the University Community
Re: 1995 Equity Office Annual Report
In June 1995. I wrote to administrative heads of units requesting that departments produce equity plans consistent with UBC's overall employment-equity
objectives. To date. 52 units have submitted their plans.
The attached 1995 Equity Office Annual Report provides a summary of the best
equity practices described in these 52 equity plans. Ifyou have not yet done so. I
urge you to review your department's employment and educational equity practices in order to assist in the development of an individual equity plan foryour unit.
In this Equity Office report you will find valuable information on UBC's equity
program, including examples of allegations of discrimination and harassment
that students, faculty, and staff brought to the Equity Office during 1995.
David W. Strangway
Overview of UBC's Equity Office
The UBC community reflects Canada's changing mosaic of colours, cultures, and
capabilities. The University has responded to demographic change by developing
campus-wide equity programs—programs aimed at establishing UBC as a fair and
equitable university.
Throughout the 1970s and 80s, students, faculty, and staff encouraged the
development of equity-related programs for women, First Nations people, visible
minorities, and people with disabilities.  In the late 1980s, UBC first approved a
Policy on Employment Equity to meet campus demands for equity programs as
well as federal requirements set by the Employment Equity Act. The University
conducted an employment equity census and a review of central employment
systems in 1990, which provided the foundation for UBC's Employment Equity
Plan. The plan has four objectives encompassing employment policies and
practices, special measures and accommodations, a supportive work environment, and monitoring and accountability mechanisms.
UBC first introduced a sexual harassment policy in 1988. The policy was revised in 1995
in response to internal pressure and in compliance with the B.C. Human Rights Act The
policy now covers sexual harassment and other types of discrimination.
The Equity Office
In 1994, the University merged four equity-related concerns—employment equity,
multicultural liaison, sexual harassment, and women and gender relations—into
a single Equity Office. This office coordinates initiatives to promote employment
and educational equity, and to prevent discrimination and harassment. The
Equity Office is directed by an Associate Vice President, Equity, and staffed by 3.5
Equity Advisors.
The Equity Office maintains UBC's Employment Equity Plan and census, offers
education and training on equity to the campus at large, processes and facilitates
resolution of complaints, and provides support for Administrative Heads of Unit
dealing with cases of alleged discrimination and harassment.
In its work, the Equity Office draws direction from three key UBC documents: the
Policy on Employment Equity (1990), the Employment Equity Plan (1991), and the
Policy on Discrimination and Harassment (1995).
A Commitment to Employment Equity
Employment equity is required by federal contractor regulations.   UBC joined the
Federal Contractors Program in 1988 not only to formalize the University's
commitment to employment equity, but also to maintain its eligibility to bid on
government contracts.  The University's participation in the Federal Contractors
Program requires UBC to develop a formal employment equity program that
promotes the interests of four designated groups—women, aboriginal people,
visible minorities, and persons with disabilities.
Protecting Human Rights
The B.C. Human Rights Act requires UBC to prevent discrimination against
students, faculty, and staff on 13 prohibited grounds, such as religion, place of
origin, and sexual orientation.  Recent court decisions have made it clear that
UBC must maintain a work and study environment free from discrimination. The
obligation to do so extends through line management to faculty who supervise
students.  Human rights legislation ensures the protection of individual rights by
eliminating bias and stereotyping from the decision-making process.
Equity Office Programs
The Equity Office develops programs that meet the needs of students, staff, and
faculty, who represent both genders and a wide-range of cultural backgrounds
and disabilities. Equity Office programs include
• consulting with two advisory committees that represent various employee and
special-interest groups (see Appendix A).
• producing informational and educational materials, and offering presentations
and workshops across the campus.
• producing regular reports so that all members of the UBC community are aware
of equity developments.
• developing overall goals for the University and reporting on progress toward these
goals to ensure that all departments maintain consistent progress toward equity.
> integrating equity into the day-to-day activities of academic and administrative
units to ensure that equity programs respond to the needs of individual units.  For
example, the Equity Office may help an Administrative Head solve an equity
problem without having to rely on formal complaint-resolution procedures.
1 integrating training on equity and discrimination into other campus training
activities, such as the Managerial and Other Skills Training (MOST) program and
Faculty Development courses. The office also works with related groups such as
the Disability Resource Centre and the First Nations House of Learning.
> initiating special measures to redress imbalances in the representation of qualified
designated-group members in positions throughout the University. For example, the
Disabled Employee Assistance Fund provides adaptive supplies and equipment that
assist departments in recruiting and retaining faculty and staff with disabilities. In
addition, the Senior Faculty Opportunity Fund enables departments to recruit outstanding senior women and minority candidates into tenure-track positions.
1995 Key Accomplishments
The following activities were key Equity Office accomplishments in 1995:
• UBC's Board of Governors and Senate approved the Policy on Discrimination
and Harassment.
• More than 300 faculty, staff, and students attended Equity Office presentations and workshops about the Employment Equity, and Discrimination and
Harassment policies.
• Fifty-two academic and administrative units produced educational and
employment equity plans for their individual faculties and departments.
• UBC hired well-qualified women into 39% of vacant tenure-track faculty
positions, exceeding the goal of 35% identified in the Employment Equity Plan.
• For a second time, the federal government recognized UBC for the quality of its
employment equity program by awarding the University a Certificate of Merit.
Education Report
During 1995, UBC's Equity Office offered education and training to members of
the University community through formal presentations, consultations on equity-
related projects, workshops, and skill-development sessions.
Discrimination and Harassment Awareness
To implement the new Policy on Discrimination and Harassment, the Equity
Office initiated a campus-wide training program that attracted administrators,
faculty, staff, and students from across the campus. The program consisted of
sessions on discrimination and harassment awareness.  More than 90% of
participants rated the training program overall as "very good" or "excellent" and
reported that they would recommend the workshops to others. Other Equity Office
initiatives included workshops for student services units and presentations at
student orientation and national conferences.
Equity Office staff delivered talks at union and staff-association meetings, at
gatherings of deans and the Board ofGovernors, and at faculty forums and retreats.
Staff made presentations to numerous academic faculties, schools, and departments, and to non-academic units and University advisory committees. Presentations also included lectures in credit and non-credit courses. Equity Office staff met
with the Faculty Association Ad Hoc Committee on Lesbians and Gays, and with
numerous student groups, including Colour Connected and Third Culture.
Employment Equity Education
In cooperation with the Department of Human Resources, Equity Office staff
offered a course entitled "Selection Interviewing: Ensuring Equity" through the
Managerial and Other Skills Training (MOST) program to individuals involved in
personnel selection.  As well, the Equity Office not only arranged for Human
Resources staff training in human rights, disability, and equity issues, but also
participated in delivering MOST workshops related to disability issues.
Training and Consultation
Equity Office staff provided skills training sessions in complaint handling, alternate dispute resolution, and conflict management to many campus groups,
including student society executives, faculty in Medicine, and field instructors
and students in Social Work.  Staff also gave skills training presentations to non-
UBC organizations and at provincial and national conferences.
The Equity Office consulted with government officials and with students, faculty,
and staff—both from UBC and from other institutions of higher learning—about
equity and human rights issues, and policies and procedures for complaint
resolution.   Consultations included assisting faculties and departments in developing internal complaint processes, a video series on human rights, and guidelines for appropriate behaviour on field trips.  Equity Office staff also responded to
frequent media requests for information and interviews.
Teaching and Learning Enhancement Fund Project
The Teaching and Learning Applied Equity Project enabled staff from the Equity
Office and the Faculty Development Program to work with students and faculty
members on diversity issues related to curriculum and instructional development.
Staff developed workshops for the School of Social Work, the Geography department, and the Anthropology and Sociology department. In addition, staff collected
resource materials for the Counselling Psychology department to support curriculum changes that address diversity and inclusivity.
Employment Equity Report
Individual achievement and merit are the key considerations for recruiting and
retaining faculty and staff at UBC. The Policy on Employment Equity guides the
University in establishing a workplace where all people—including women,
aboriginal people, visible minorities, and persons with disabilities—have equal
opportunity in hiring, training, and advancement.
UBC's employment equity program seeks to make the University a fair and 6 UBC Reports ■ April 18, 1996
equitable workplace by eliminating discriminatory barriers that interfere with
employment opportunities.   In addition, the program seeks to increase the range
of applicants for faculty and staff positions to reflect the diversity of the pool of
potential candidates with appropriate qualifications.
In building a workforce that is representative of qualified applicant pools, UBC
requires the following statement to be included in all advertisements: "UBC
welcomes all qualified applicants, especially women, aboriginal people, visible
minorities, and persons with disabilities."
Progress in Employment Equity
To ensure that UBC becomes an equitable workplace, the University is changing
many of its procedures. The past year's achievements in improving employment
equity are listed under the four objectives ofthe 1991 Employment Equity Plan.
Objective A: Review employment policies and practices for their potential discriminatory effect on members of designated groups; design policies and practices
to support employment equity opportunities for designated-group members.
Progress to date includes improvements in benefits administration, pay equity
initiatives, and the 1990 review of employment systems, which resulted in the
revision of University employment documents and procedures.
Highlights for 1995 include the following:
• The Equity Office developed a strategic plan to assist individual departments in
reviewing their employment policies and practices to ensure consistency with UBC's
equity objectives. Equity concerns also were included in periodic faculty reviews.
• During union bargaining sessions, the University Administration tabled employment
equity language. In related union developments, CUPE 116 signed an article and letter
of understanding that is appended to the collective agreement and that identifies a
commitment on the part of the University and CUPE to discuss employment equity and
the union's willingness to cooperate in the implementation of employment equity. The
University also signed a letter of understanding with both CUPE locals 116 and 2278
that addresses each party's commitment to prevent harassment in the workplace
through the Respect Program.
• The Job Evaluation System Project (JESP) Committee neared completion ofthe
analysis of the Job Evaluation Questionnaires for staff in both CUPE unions.
The committee mailed out questionnaires to all management and professional
staff. The JESP team also made a joint submission to the provincial government
for gender-based pay equity funding.
• The University Administration circulated draft guidelines on recruiting academic
• The University Administration drafted terms of employment for postdoctoral fellows.
The Department of Human Resources completed a handbook for non-union research
assistants and technicians. As well. Human Resources initiated a Benefits Communication Project to provide all faculty and staff with individual summary descriptions of benefits coverage.  An updated information summary of benefits available to all UBC employees became part of the Faculty and Staff Handbook.
• The University began discussions with the excluded clerical/secretarial staff to
initiate a joint pay equity and job evaluation project.
•The Administration and Benefits division of Human Resources completed and
distributed Personal Benefit Statements for all eligible employees.  Faculty
benefit enrolment packages were revised, and these are mailed out to new
faculty when they join the University.
• The University Administration and the Faculty Association agreed to give maternity leave benefits to new adoptive parents, including same-sex partners.
• Administration and Benefits developed and updated a number of informational
brochures outlining UBC benefits, such as optional life- and group life-insurance.
• Administration and Benefits continued to develop the Income Replacement
Gradual Return to Work Program.
• President Strangway wrote to all deans, directors, and department heads requesting
that they develop equity plans for their individual units. Fifteen administrative units
and seven faculties responded to this request (see Best Practices Report).
Objective B: Develop special measures and reasonable accommodations to
achieve and maintain a workforce representative of qualified applicant pools.
Special measures include setting numerical targets for hiring members of the four
designated employment equity groups and developing initiatives to assist in
meeting those targets.  Other developments include changes to University recruitment strategies, the addition of new technology to increase the accessibility of
weekly job postings, course offerings in English language training, and cross
cultural training through the University's Managerial and Other Skills Training
(MOST) program and the Kingswood Management Training Program.
Highlights for 1995 include the following:
•Since 1991, the Senior Faculty Opportunity Fund has been used to hire 15
women and minority men at the rank of full professor, thereby helping to redress
women and minority imbalances among senior faculty.
• From 1990 to 1995, the University hired women to fill 38% of new tenure-track
faculty positions (see Appendix B).
• Working in conjunction with the MOST program, the Equity Office delivered talks at
orientation sessions for new UBC employees, led several Selection Interviewing workshops for administrators, and participated in courses on disability awareness.
• Since the Better English Skills Training (BEST) course was developed in 1993,
150 employees have registered in this language training program.
• The Disabled Employee Assistance Fund was used to provide adaptive supplies and
equipment to facilitate the recruitment of well-qualified persons with disabilities.
• Equity Office staff developed and offered MOST and Faculty Development
workshops on Discrimination and Harassment Awareness for faculty and staff.
Objective C: Establish a work environment that supports the successful
integration of designated-group members.
Initiatives include implementing a new Policy on Discrimination and Harassment,
establishing a President's Advisory Committee on Discrimination and Harassment, disseminating information about equity initiatives to new and continuing
employees, and providing human rights training to faculty and staff involved in
personnel decisions. The University also continued to improve the physical
accessibility of the campus for persons with disabilities.
Highlights for 1995 include the following:
• The Board of Governors and Senate approved the Policy on Discrimination and
• More than 200 faculty and administrators attended 15 Equity Office workshops
on the Policy on Discrimination and Harassment.
•The Department of Human Resources, in cooperation with the Equity Office,
offered ten Selection Interviewing workshops to administrators with responsibility for hiring.   From 1993 through 1995. a total of 263 administrators attended
the Selection Interviewing program.
• The Equity Office participated in the development of Faculty of Commerce
videotapes for training faculty, staff, and students on human rights issues.
Objective D: Adopt monitoring and accountability mechanisms to evaluate
and adjust employment and educational equity programs.
Monitoring mechanisms include the establishment of two equity committees: the
President's Advisory Committee on Equity and the President's Advisory Committee
on Discrimination and Harassment (see Appendix A).   Monitoring mechanisms
also include the ongoing census of new employees and the submission of equity
reports to the President and the University community.
Highlights for 1995 include the following:
• The Equity Office published a guide to UBC's Policy on Discrimination and
Harassment.  The Office also produced an Employment Equity Plan Update and
a six-month report on the processing of discrimination and harassment cases.
Employment Equity Merit Awards
Each year, the Employment Equity Branch of Human Resources Development
Canada grants Certificates of Merit in recognition of special achievements by
organizations implementing a work plan and maintaining a representative
workforce in Canada.
For a second time, the federal government recognized UBC for the quality of its
employment equity program.  Having previously won a Certificate of Merit in
1992, UBC in 1995 became the first university in Canada to win a second Certificate of Merit from the Federal Contractors Program.
Best Practices Report
Equity begins at the department level. Across the University, academic and
administrative units are reviewing their practices to ensure that they are consistent with UBC's equity objectives.
At the request ofthe President, units submitted plans in 1995 to foster equity in
areas such as recruitment, admissions and hiring, student and staff retention,
curriculum and program requirements. In all, 52 units responded to this request.
The units that submitted plans are listed under their appropriate reporting structure:
Units reporting to the President
Budget and Planning
Internal Audit
Units reporting to the Vice President.
Academic, and Provost
Faculty of Applied Science
Faculty of Arts
Asian Studies
Classical, Near Eastern and
Religious Studies
Fine Arts
Germanic Studies
Hispanic and Italian Studies
Library, Archival and Information
Museum of Anthropology
School of Music
School of Social Work
Theatre, Film and Creative Writing
Women's Studies
Faculty of Education
Faculty of Forestry
Faculty of Graduate Studies
Centre for Applied Ethics
Centre for Research in Women
Studies and Gender Relations
Genetics Graduate Program
Green College
Institute of Applied Mathematics
Institute of Asian Research
Institute of Health Promotion Research
Media and Graphics Interdisciplinary
Occupational Hygiene
Resource Management and
Environmental Studies
School of Community and
Regional Planning
Sustainable Development Research
Faculty of Law
Faculty of Pharmaceutical Sciences
Units reporting to the Vice President,
Administration and Finance
Campus Planning and Development
Financial Services
Food Group
Health, Safety and Environment
Human Resources
Parking and Security Services
Units Reporting to the Vice President,
Student and Academic Services
Athletics and Sport Services
Computing and Communications
Housing and Conferences
Student Services
No plans were submitted by the units
reporting to the Vice President, Research,
or to the Vice President, External Affairs.
Departmental Initiatives
An analysis of the unit plans yielded a number of best practices—initiatives that
advance employment equity on campus.  The following initiatives are organized
under the four objectives ofthe University's 1991 Employment Equity Plan.
Objective A
Review employment policies and practices for potential discriminatory effect on
members of designated groups: design policies and practices to support employment and educational opportunities for designated-group members.
Planning Initiatives
• organize an Equity Working Committee UBC Reports ■ April 18, 1996 7
• develop an Equity Training Plan that includes a detailed schedule for training all staff
on equity-related issues
• promote an inclusive and diverse workplace as part of on-going strategic planning
• integrate equity concerns into day-to-day activities, including stafl" selection, space
allocation, and events organization
Selection Processes
• review and update job descriptions to ensure that the requirements for all positions
meet current needs and are bonafide
• require all managers involved in hiring to attend the MOST Selection Interviewing
• conduct selection processes in a consultative and inclusive manner
• encourage qualified designated-group members to apply for suitable positions
• consider diversity issues related to career path anomalies in order to give credit for
relevant, alternate work-experience
• standardize faculty hiring decisions to include interviews, teaching re]X>rts, lecture
presentations, and final vote of the full department
• hire sessional instructors with a view to gender equity
• review policies on the recruitment of adjunct professors
In-House Equity Policies
••revise in-house manuals to include written policies on equity, diversity, harassment,
inclusive language, and orientation
• revise publications, policies, and other printed material for gender-neutral and inclusive language
• work with Human Resources and the Vice President, Academic, to implement pay
Communication Strategies
• distribute equity information on staff lunchroom bulletin board
• establish a suggestion box for anonymous submission of equity-related comments
Training and Development Opportunities
• develop a job classification system that identifies promotion paths within the department
• discuss training and development needs during each employee's annual performance
• develop a departmental training and development plan
• promote secondment to other UBC departments and other institutions to enhance staff
productivity and professional development
• earmark funds for professional development and develop criteria for the allocation of
these funds
• annually allocate training funds to each staff member
• maintain up-to-date training and development information in a binder accessible to all
• offer annual workshops to address diversity and inclusivity in the classroom
• provide skills and knowledge-based training to staff members through MOST, Faculty
Development, Continuing Studies, professional associations, and external agencies
• participate in the Equity Office course "Policy on Discrimination and Harassment"
• arrange for stafl' to attend the MOST course "Diversity in the Workplace"
• encourage all staff to take one or more MOST courses a year
• invite an Equity Office advisor to make a presentation concerning equity issues
• invite a representative from the Disability Resources Centre to make a presentation
about disability issues
Objective B
Develop special measures and reasonable accommodations to achieve and maintain a
work force representative of the qualified applicant pools.
Special Measures
• develop a specific policy to promote the hiring of designated-group members
• work closely with the First Nations House of Learning in the adjudication of fellowships
designated for First Nations graduate students
• develop an ad hoc committee to review admissions policies and to reserve a designated
number of spaces for non-traditional students with strong academic backgrounds
• arrange for a staff member to take training in the Telecommunication Device for the
Deaf (TDD)
Reasonable Accommodation
• allow flexible work-hour arrangements so stafl may attend credit courses or other
training sessions offered by the University
• provide hearing accessibility technology to staff and students where necessary and
• consider the accommodation needs of designated-group members as well as older
applicants when making admissions decisions
• purchase a large-print computer for visually impaired employees
• request funding from the Disabled Employee Assistance Fund (DEAF) to modify a cash
register station for persons with mobility impairments
• assess and increase the physical accessibility of the unit
• encourage women students to aspire to non-traditional careers, e.g. women athletes to
become coaches
• install fire alarms designed for those with hearing impairments
Objective C
Establish a work environment that supports the successful integration of designated-
group members.
Orientation and Mentoring
• include a focus on designated-group members in orientation programs for new staff
• establish a buddy system as part of orientation programs for new staff
•offer social events at the beginning ofthe year
•arrange a mentoring program for students and junior faculty
• outline tenure processes for the benefit of new faculty
• appoint a unit ombudsperson
• hold weekly forums to convey information on department and university activities as well as to provide an opportunity for questions and discussion
• ensure inclusivity by scheduling meetings so that everyone can attend
• seek the views of designated-group members to ensure that new programs are
acceptable to members of those groups
• arrange department-wide coffee parties to encourage staff from different units to
meet each other
• arrange weekly coffee sessions for faculty and graduate students
• take steps to ensure that the unit welcomes newcomers
Communication Strategies
• hold annual meetings to ensure comprehensive communication regarding merit,
tenure, and promotion
Career Development
• undertake a project to encourage job shadowing and exchanges
• review guidelines for merit and promotion during performance evaluations
• encourage promotion from within
• during performance evaluations, support and encourage a discussion of factors
that contribute to a healthy and productive work environment for all
Objective D
Adopt monitoring and accountability mechanisms to evaluate and adjust employment and educational equity programs.
• develop a chart of the unit's gender and visible minority representation
• monitor the progress of the unit's Equity Working Committee through annual
reports to the Executive Committee or Dean
• use exit interviews to improve the unit
Some units identified or developed initiatives that are specific to the unit involved:
• The Department of Theatre, Film and Creative Writing is advocating the development of professional behaviour guidelines for faculty and students.
•The Food Group is working to create positions that will enable the department to
hire people with learning disabilities.
•The Women's Studies Programme, jointly with the Department of English and
the Department of Anthropology and Sociology, has hired two faculty members
to tenure-stream positions.
• The Women's Studies Programme is promoting a "standards statement" on non-sexist,
non-racist, and non-heterosexist language for use in all Women's Studies courses.
• The Faculty of Graduate Studies is implementing a parental leave policy for students.
•The Faculty of Graduate Studies is developing a matrix of necessary and desirable elements of graduate programs to serve as a checklist for graduate programs across the campus.
Special Mention
Because the University encompasses both administrative and academic departments, there is considerable variation in the equity initiatives identified by the 52
units submitting plans.   Nonetheless, seven University units deserve special
mention for the superior quality of their equity plans.  These units are distinguished by the breadth of the measures they identify and the level of commitment
they express. The units are
• Faculty of Education
• Faculty of Graduate Studies
• Department of English
• Department of Geography
• UBC Library
• Department of Human Resources
• Student Services Unit-comprising Awards and Financial Aid. Career and
Placement Services, the Disability Resource Centre, International Student
Services, the Registrar's Office, the Student Resource Centre, and the Women
Students' Office
Discrimination and Harassment Report
Discrimination and harassment affect everyone—complainants, respondents, coworkers, administrators, family, and friends.  The problem affects an individual's
physical, emotional, and economic well-being.   In the workplace, it affects teamwork, morale, and productivity.
Accordingly, UBC is determined to eliminate discrimination and harassment and
thereby provide its students, staff, and faculty with the best possible environment
for study and work—an environment that fosters friendship and collegiality. The
University seeks to eliminate behaviours, policies, and practices that interfere
with the pursuit of educational and employment opportunities.
All UBC students, staff members, and faculty share responsibility for promoting a
learning environment of mutual trust and respect.  At the same time, those
faculty and administrative staff who supervise others bear major responsibility for
ensuring that their instructional and managerial practices comply with human
rights legislation.
UBC's procedures for handling complaints of discrimination and harassment, including
sexual harassment, offer an internal mechanism for complaint resolution that supplements other University and extra-University mechanisms, such as those procedures
offered by employee associations and unions, the courts, the B.C. Council of Human
Rights, and the B.C. Ombuds Office. The University takes complaints of discrimination
and harassment seriously. The University takes no less seriously any actions or
inactions that obstruct its procedures for handling complaints.
"Discrimination" and "harassment" refer to intentional or unintentional behaviour
for which there is no reasonable justification.   Such behaviour adversely affects
specific individuals or groups on the basis of characteristics defined by the 1992
B.C.  Human Rights Act. These characteristics include age, race, colour, ancestry,
place of origin, political belief, religion, marital status, family status, physical or
mental disability, sex, sexual orientation, and unrelated criminal convictions. 8 UBC Reports ■ April 18, 1996
"Harassment" includes sexual harassment (uninvited, unwanted sexual attention),
particularly sexual behaviour accompanied by promises of academic or employment
opportunities, or by threats of loss of such opportunities. Sexual harassment can be
direct or implied, obvious or subtle. Whatever its form, it is abusive and illegal.
The Equity Office categorizes discrimination and harassment complaints under
four headings:
• poisoned environment:  any conduct or comment that has the effect of creating a
hostile, intimidating, or offensive environment for its targets or other members of
the work or study environment on the basis of a ground protected by the Policy,
such as ethnicity, sex, sexual orientation, disability, age, or political belief
• quid pro quo:  coercive sexual conduct involving a reward or threat
• assault: unwelcome physical contact, including fondling, touching, and the use of
• other forms of discrimination:  conduct that compromises the access, opportunity,
or evaluation of an individual on the basis of a ground protected by the Policy
Complaints Received in 1995
In 1995, the Equity Office received 205 complaints of discrimination and harassment.  Sexual harassment, the leading cause of complaint, was involved in 47% of
all cases.  Another major cause for complaint was ethnic or racial discrimination.
Women filed 68% of the complaints, and men comprised 70% of known respondents. The majority of complaints (49%) were made by students. Faculty members were identified as respondents in 39% of cases.
Of complaints accepted by the Equity Office, nearly all were either resolved by
complainants themselves, or resolved informally through Equity Advisor intervention, Administrative Head intervention, or a collaborative process involving Equity
Advisors, Administrative Heads of Unit, respondents, and complainants.  Many
complainants who visited the Equity Office did so for only one or two sessions,
and did not request an Equity Office intervention.  Some of these complainants
reported being too fearful of potential repercussions to confront respondents or to
inform an Administrative Head.  Other people came to inform the University of
their situation, but expressed no desire to pursue further action; some sought
information and advice on how they themselves might address problems.
Only three cases resulted in formal investigations: a student complaint about the
conduct of a faculty member was transferred to a disciplinary investigation: an
Administrative Head's request for an investigation into a graduate student's
behaviour ended when the student decided not to continue studies at UBC; a
group of graduate students' request for an investigation into the behaviour of
another graduate student continues.
Examples of Allegations
During 1995, 72% ofthe allegations brought forward fell within the mandate of
the Policy on Discrimination and Harassment.  The following are examples of
allegations received by the Equity Office:
Poisoned Environment: Insults, slurs, unacceptable jokes
• A professor and students complained that a visiting female faculty member
frequently made gender-based stereotypical comments about men.
• A member of a student organization complained after overhearing two other
students joke about a gay member of the group.
• A Jewish faculty member complained that the department head was unwilling to
intervene when a senior member made anti-Semitic remarks.
• A young female employee complained that her manager frequently made rude and
stereotypic remarks to her about the competence of young women in the workforce.
Poisoned Environment:  Following, staring, stalking
• A student complained that a former friend hovered along her route to classes
and near her home although she had told him she did not wish to see him.
• A male student complained that the attentions of female classmates—staring,
following him around campus, calling him at home in the evening—were disruptive and embarrassing.
• A student complained that another student who had been her boyfriend followed
her and arranged for other men to call her in the middle of the night.
Poisoned Environment: Verbal threat
• A student complained that after asking another student to stop talking and
eating in a designated study area, he was subjected to abusive and threatening
remarks about his ethnicity.
• A student complained about violent threats and insults she received through
electronic-mail after refusing to date a male student.
• A professor complained that a student threatened his career over a sexual
Poisoned Environment: Unwelcome verbal advances
•A student complained that her professor remarked that she was "exotic" and
approached her sexually.
• A student working for a professor complained that he addressed a series of
sexual comments to her.
• Several students complained that a professor made gender slurs and sexual
advances to them.
• A student complained that she no longer could attend class because the teaching assistant had asked her and other students for dates.
• An administrative head sought advice on dealing with a student whose classmates reported being fearful of the student's aggressive attempts to date them.
• Two women complained that construction workers at a campus construction site
offered them sexual services.
Poisoned Environment: Offensive visual material
• A student complained that classmates passed around drawings of their professor
that contained sexual and homophobic stereotypes.
•A student complained about a fraternity poster containing sexual and demeaning images of women.
•An executive member of a campus group sought advice after receiving complaints that a scheduled show would be sexist and offensive to many.
Quid Pro Quo:  Coercive romance
• A student complained that when she refused to go on a date with her advisor,
she feared retaliation at her thesis defence.
Quid Pro Quo: Coercive sex
• Several students complained that a professor made physical advances to them.
• A student complained that her professor offered her assistance in admission to
graduate school in exchange for participation in sexual activities.
• A female student complained that her professor manipulated her into an abusive
sexual relationship, during which he often bragged about his other student conquests.
Assault: Unwelcome touching, fondling
• A staff member complained that several male faculty members would lean on
and over her while proof-reading material on her computer screen.
• A student complained about a professor who talked about his sexual exploits in
class, hugged and kissed female students, and asked one student to guess the
type of underwear the professor was wearing.
Assault: Physical threat or force
• A male student sought advice on dealing with a woman whom he kissed at a
party a year previously.    He complained that when he recently saw the woman,
she came up to him, slapped his face, and accused him of raping her.
• A student sought advice about his inappropriate behaviour:   after his girlfriend
broke up with him, he pushed her out of a building and onto the street.
• A student sought help in dealing with a boyfriend who killed their pets and beat
her so severely that she could not attend classes.
• A member of a campus team sought help because he got so angry that he
pushed a female player who had made a mistake.
• A female supervisor complained that a male staff member blocked her way into
rooms and refused to accept direction from her.
Assault: Sexual threat or force
• A female student complained that a male tutor tried to drag her into his car in a
campus parking lot.
Other Forms of Discrimination: Biased academic decisions
• Several students complained about poor evaluations resulting from professors'
bias against their views on feminism and/or their political beliefs.
• A faculty member complained that colleagues made biased comments about
candidates for faculty positions who held particular views on feminism.
• A student with a learning disability complained that the exam accommodation
provided by a faculty member was inappropriate and discriminatory.
• A dean sought advice after receiving an anonymous letter from students alleging
that their professor was having an affair with a classmate. They also alleged that
the head knew about the affair, but refused to act.
Other Forms of Discrimination: Exclusion or denial of access
• A staff person complained that despite long service and a good record she could
not get promoted because of her ethnic background.
• A student of colour complained that she failed because she was given less
chance to recover after a series of personal crises than were white classmates
with comparable problems.
• A faculty member complained that she was excluded from competing for an
administrative position because of her gender.
• A sessional instructor complained that she was not considered for re-employment because of a disability.
• A job applicant complained that she was treated dismissively during an interview
because of her ethnicity and birthplace.
• A faculty member with a physical disability complained about being forced to
move offices.
Allegations Not Covered by the Policy
Among the allegations received by the Equity Office during 1995, 28% involved personal
harassment or other conduct not covered by UBC's Policy on Discrimination and
Harassment. The Policy may not apply to situations for a variety of reasons:
•They occur off-campus and are unrelated to university work and study.
• They occur outside the time limit specified in the Policy.
• The complainant or respondent is not a UBC student, faculty, or staff member.
• The complaint does not fall under one of the protected grounds specified in the Policy.
Some examples of allegations received by the Equity Office to which the Policy did
not apply are as follows:
• A female member of a collective bargaining union who sought to grieve against a
male member of the union complained that the union executive actively discouraged her from doing so.
• After several weeks of mutually traded insults and threats, a student complained
that a bitter argument with another UBC resident erupted into a physical fight.
• Several students who complained to their faculty advisor about another faculty
member's unavailability alleged that the faculty advisor berated them for complaining.
• A student complained that as the result of her faculty advisor's constant criticism of
her work, she suffered extreme stress and eventually withdrew from the program.
• A faculty member complained that he received threatening mail from a member of staff.
•An employee of a non-UBC facility on campus complained that her supervisor
touched her inappropriately.
• Several members of staff complained that a faculty member refers to them as
"stupid" or "lazy."
See Appendix B, Figures 3-9, for further details about discrimination and harassment complaints.
Appendix A
President's Advisory Committee on Equity
Janice Boyle Alma Mater Society
Frank Eastham Human Resources
William Edbrooke International Union of Operating Engineers UBC Reports ■ April 18, 1996 9
Rosalyn Ing
Sharon Kahn
Libby Kay
Dennis Pavlich (Chair)
John Sanker
Margaret Sarkissian
Allison Sears
Marsha Trew
Ruth Warick
Scott Watson
William Webber
Edwin Yen
First Nations Health Careers
Equity Office
Association of Administrative and Professional Staff
Office of the Vice President. Academic-
Equity Office
Graduate Student Society
Women Students' Office
Disability Resource Centre
Fine Arts
Office of Vice President, Academic
President's Advisory Committee on Discrimination and Harassment
Robert Blake
Susan Boyd
Lisa Castle
Rob Coenen
William Edbrooke
Steve Estey
Ethel Gardner
Jo Anne Hinchliffe
Margaretha Hoek
Suzanne Hyun
Sharon Kahn
Elaine Klein
Patsi Longmire
Herbert Rosengarten
Richard Spencer (Chair)
Begum Verjee
William Webber
Faculty Association
Human Resources
Graduate Student Society
International Union of Operating Engineers
Disability Resource Centre
First Nations House of Learning
Association of Administrative and Professional Staff
Equity Office
Alma Mater Society
Equity Office
CUPE 2278
CUPE 2950
Registrar's Office
Women Students' Office
Office of the Vice President, Academic
Appendix B
1. Representation of Members of Designated Groups in the Workforce
UBC 1992
AbonjniL'i] People
I'ersoiLS with Disabilities
Visible Minorities
UBC 1995
Aboriginal People
Persons with Disabilities
Visible Minorities
Canadian Workforce
Aboriginal People
Persons with Disabilities
Visible Minorities
2. New Tenure-Track
Faculty Appointments
87 =
number appointed
■                                                _
29       1      |
1       ill
1               III
■                              ■    ■    ■
94/93                                       89/90  -90/91   91/92
92/93   93/94   94AI3
3.1995 Discrimination and
Harassment Case Contacts
4. Context of 1995 Discrimination and Harassment Cases
oITkt directly
![.■][ i.i.n
\            ll.ll.lMl.lll   ,1!
\     inn. .■imil
\    lliiiil p.iru.-s
I 7%
W  .Klir.misUMTnp.
third pam
>C_/0        IWrrsidenci-s
academic   /^
44%/   - .
/ cmplowin'iit
5. Position of Complainants        Position of Respondents
management and
"icyy support
6. Position of Complainants relative to Respondents
complainant respondent position
Student student  22%
all staff groups  8%
faculty   28%
support staff  10%
student  2%
management/professional  7%
faculty   4%
faculty   10%
student  4%
all staff groups  1%
management/professional  2%
support staff  2%
faculty   2%
support staff
7. Sex of Complainants and Respondents
female complainant    — ■.„,., 1L »
female respondent    r*'JTf»tfffr»>a
female complainant
male respondent
male complainant
male respondent
male complainant
female respondent
female complainant
unknown respondent
male complainant
unknown respondent
0%  10%  20%  30%  40%  50%  60S
8. Category of Complaints
Policy Does Not Apply
Personal Harrassment
Sexual Orientation
Political Belief
Unrelated Criminal Record
Religious Belief
0%     10%     20%     30%     40%     50%     609^
9. Description of Complaints
Poisoned Environment
verbal threats
verbal advances
offensive visual material
Quid Pro Quo
coercive romance
coercive sex
physical threat or force
sexual threat or force
Other Forms
of Discrimination
biased academic decisions
denial of access
10% 15% 20% 25% 30% 35?
7o 10 UBC Reports ■ April 18, 1996
News Digest
UBC's Senate has approved the creation ofthe Chartered Accountants' Professorship in Accounting. The professorship will be funded
by the Chartered Accountants' Education Foundation of B.C. It will
enable the Faculty of Commerce and Business Administration to
retain a senior accounting scholar, one of whose major functions will
be to maintain a strong bridge to the accounting profession and
particularly to the Institute of Chartered Accountants of B.C.
• • • • •
The first Michael Smith/Ciba/MRC Chair in Neuroscience has
been awarded to Paul Albert at the University of Ottawa/Ottawa
General Hospital Neuroscience Research Institute.
The chair was established in honour of Smith, the UBC scientist
who won the 1993 Nobel Prize in Chemistry.
Smith said the chair's establishment represents an important
step in advancing research into mental diseases, including schizophrenia. He donated all of his Nobel prize of $500,000 towards
science awareness and research, particularly into schizophrenia.
"Research into the central nervous system has not received the
attention it deserves given the profound impact of mental illness
and of degenerative diseases of the brain on individuals and on
society. The endowment of this chair and the appointment of Dr.
Albert is a major step towards rectifying this situation," Smith said.
Ciba Canada is part of a Swiss-based biological and chemical
group. The MRC is the Medical Research Council of Canada.
The C.K. Choi Building for the Institute of Asian Research has
won a 1996 Earth Award from the Building Owners and Managers
Association of British Columbia.
The building, which is considered to be one ofthe most environmentally friendly in Canada, was judged on such criteria as energy
usage, water conservation, indoor air quality, waste management
and emergency preparedness.
The Choi building is now eligible to enter the national awards
competition to be held in conjunction with BOMEX '96 in Edmonton
this September.
The building features natural ventilation, solvent-free finishes
and composting toilets, uses waste heat to preheat water, stores
rain water to irrigate landscaping and was partly built using
recycled materials, including beams from the old Armoury.
Conservation measures taken in the construction and operation
ofthe building produce estimated savings of 191,000 kilowatt hours
of electricity per year and 4,540 to 6,810 litres of water per day.
The Choi building is also nominated for the 1996 Energy User News
efficient building awards, a North American-wide competition.
As well, the Colorado-based Rocky Mountain Institute, which
investigates global issues of energy conservation, is including the
Choi building in a series of case studies on the most promising
examples of green development.
The building will also be featured in a cover story in Property
Management magazine.
The classified advertising rate is $15.75 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 Public Affairs Office, 310 - 6251 Cecil Green Park Road,
Vancouver B.C., V6T 1Z1, accompanied by payment in cash, cheque (madeouttoUBC
Reports) or internal requisition. Advertising enquiries: 822-3131.
The deadline for the May 2, 1996 issue of UBC Reports is noon, April 23.
Housing Wanted
(non-smokers), and cats, require
home near UBC for 1-3 years from
July onward. Unfurnished o.k.
References, c.v., etc., available.
Phone collect (604) 633-2644 or fax
(604) 633-2638.	
August 15, 1996-June 15, 1997,
approximately. Professional
family of 4 seeking furnished
rental housing near UBC. Contact
Charlie or Marie Kireker, RD. 1
Box 63AD Middlebury, VT 05753
USA (802) 545-2277 or email:
smoker) seeks furnished one
bedroom apartment from
August to December 1996,
location West End or West Side.
Contact young@law.ubc.ca or
phone 822-4669.	
bachelor's suite or shared
accommodation for visiting/nonsmoking niece from U.S. for
months of May through August
1996. Time somewhat flexible.
Please call Reiner at W:875-4011,
WIFE wish to rent furnished house
or apartment on west side
August, September and October
of 1996. Call 266-4544.
Next ad deadline:
Noon, April 23	
EX-R Sedan
ends April 30th
Per J^^*l  WPer
Month «^^r        J ^^^ Month
Accord EX Accord EX-R
48 Month Lease -  6.8% Lease Interest RatV
Accord EX includes automatic transmission,
cruise control, AM/FM stereo cassette, CFC-free
air conditioning, power steering/windows/
brakes, 16-valve fuel injected engine, dual airbags
(SRS) and more.
Accord EX-R includes all Accord EX features plus:
145-hp VTEC engine, 4-wheel disc brakes, anti-
lock system (ABS), alloy wheels, upgraded tires,
premium sound system with 6-speakers & anti-
theft feature, power sunroof and more.
Take the Civic test drive. It costs nothing. It proves everything.
ffwar Valey Automall
1K15 Langley Bypass
2400 Bamet Hwy
2466 King George Hwy
15291 Frasw Hwy
20611 Loogheed Hwy
2390 Burrart St
850 S W Manne Dnve
Richmond Auto Mai
4780 E Hastings
725 Marine Drive
II    ■IlltlLl    Al   Til    Cllf    VI    Itll
Built Without Compromise.
Housing Wanted
smokers, no children, no pets,
desire a 1 /2 bedroom apartment/
townhouse at Hampton Place.
Minimum 1 year lease. Call Robert
O'Connor 682-8087.
accommodation sought -
visiting professor from Oxford
seeks 3 bedroom house/
apartment near UBC from end
July - end October. Call Roz at
822-9028(W) or 736-097CXH).
perfect spot to reserve
accommodation for guest
lecturers or other university
members who visit throughout
the year.. Close to UBC and other
Vancouverattractions, a tasteful
representation of our city and of
UBC. 4103 W. 10th Ave.,
Vancouver. BC. V6R 2H2. Phone
or fax (604)222-4104.	
accom. in Pt. Grey area. Minutes to
UBC. On main bus routes. Close to
shops and restaurants. Inc. TV, tea
and coffee making, private phone/
fridge. Weekly rates available. Tel:
222-3461. Fax:222-9279.	
and breakfast. Warm hospitality and
full breakfast welcome you to this
central view home. Close to UBC,
downtown and bus service. Large
ensuite rooms with TV and phone.
3466 West 15th Avenue. 737-2526.
coast, Vancouver Island, by
Chesterman Beach; 2 1/2
bedrooms, nice view, hot tub,
good for writing and hiking. May
17-June 27: rates and length of
stay negotiable; June 28-Sept. 1:
$ 130/day. Phone Scott Fraser, 1 -
604-725-2489, or e-mail:
mountain and harbour view
available June 15, to Sept. 15,1996.
$850.00 per month includes pool,
parking and all utilities. Professors
and visiting only. Damage deposit
required. Call 731-0727.
beautiful new country-style
house for rent, great view, huge
kitchen, 4 bedrooms, on seven
acres, a 3-minute drive from ferry
and shops. 10 weeks, from June
to August. 947-0272.	
3 BR, 2 BATHROOMfurnished house
for rent. Quiet neighbourhood,
close to UBC/shops/buses/parks.
Large kitchen, living room, family
room, hot tub. July/Aug. ~96-'97
(neg.). No smokers, no pets.
$1750.00. Tel: 228-9974.
Allocation Service. Let me
remove the worry and hassle of
making your pension and RRSP
investment decisions! I use
sophisticated computersoftware
to analyse your investment
personality and retirement goals
to optimize your entire retirement
portfolio. Call Don Proteau,
B.Comm., R.F.P. at 687-7526 to
receive a free Asset Allocation
Kit. References available. RETIRE
TIAA-CREF    Members.    Arm
yourself with the information you
need to make the best
investment decision. Call Don
Proteau at 687-7526 and ask for
the Asset Allocation Kit.
proof read and copy edit all
written materials, including
research papers, articles, essays
and business documents.
Includes all subject matters. Aid
in constructing resumes, too. Call
Peggy at 329-4175.	
offers in Vancouver a 1 week
(June 19-23) eve/weekend
intensive courses to certify you
as a Teacher of English (TESOL).
1,000's of overseas jobs avail,
now! Free info pack (403)438-
German student, experienced
with housework and childcare,
would like to work for a Canadian
family for 6 months beginning
July 1996. If interested, please
contact Jana Gerlach, c/o
gere@sunl .ruf.uni-freiburg.de.
House Sitters
COUPLE seeks short/longterm
house sitting opportunity to begin
September 1/96 (flexible).
Excellent references. Call 732-
5743, Leave message.
look after your home? Mature N/
S UBC staff person available after
May 3, preferably for terms of 2
months or more. Excellent
references available. Call Eilis
Courtney at 822-6192.
For Sale
for sale by owner. Kerrisdale, 800
sq.ft. Financing available,
$139,000. Tel. 270-2094.
/%    Please
^<j# Recycle
Alan Donald, Ph.D.
Biostatistical Consultant
Medicine, dentistry, biosciences, aquaculture
101-5805 Balsam Street, Vancouver, V6M 4B9
264 -9918 donald@portal.ca UBC Reports ■ April 18, 1996 11
Aga Khan U, UBC agree to
exchange faculty, research
The University of British Columbia and the Aga Khan University of Karachi, Pakistan have
announced the creation of ajoint
program to promote academic
exchanges and research between
the two institutions.
As part of the initial five-year
agreement, faculty members will
take part in exchanges and joint
research projects to share expertise, technology and clinical data in
the field of respiratory medicine.
The exchange will allow
returning AKU fellows to train local
doctors in Pakistan and will broaden
the knowledge and expertise ofUBC
doctors in diseases endemic to the
developing world.
"This agreement with the Aga
Khan University is an important
development in the expansion of
the international initiatives we have
undertaken. These initiatives will
improve research linkages and cultural understanding with universities around the world." said UBC
President David Strangway.
Respiratory disease is a major problem in Pakistan. Acute
respiratory infections are the
major cause of infant mortality,
and tuberculosis is rampant. The
situation is made worse by a
poor national health infrastructure and lack of trained medical
This new program will enable
AKU faculty to receive training
at UBC in respiratory subspecialties and then share their
knowledge with health care practitioners and researchers on their
return to Pakistan.
UBC faeulty will be taking advantage of AKU's highly developed
facilities and access to its wealth of
epidemiological data.
Opportunities for joint research projects include the prevention and treatment of acute
respiratory infections in infants:
new methods of rapid diagnosis
of pulmonary tuberculosis; the
causes of asthma; and diseases
rare in the west but commonly
found in Pakistan, such as pulmonary hydatid disease.
The program will build on
UBC's exceptional programs in
respiratory diseases, especially
in the fields of respiratory medicine and pathology. The latter is
housed in St. Paul's Hospital's
Pulmonary Research Laboratories, directed by Prof. James Hogg.
AKU has graduate programs
in nursing, medicine and com
munity health sciences. In recent
years, the university has implemented innovative outreach programs of preventive care and community participation in Karachi's
inner city slums and several rural areas of Pakistan.
This collaborative program
stems from a memorandum of
agreement signed by the presidents of the two universities in
Islamabad during Prime Minister
Jean Chretien's trade mission to
South Asia in January. The program will require $500,000 in
donations over the nextfive years,
of which $300,000 has already
been raised.
AKU President Shamsh Kassim-
Lakha, other AKU officials and
prominent members of Vancouver's Ismaili community joined
Strangway and Assoc. Dean of
Medicine David Hardwick at a recent dinner held to announce respiratory medicine program.
It is expected that this will be
the first of additional collaborative programs between the two
institutions. One possibility may
be ajoint program with the Faculty of Education. Others may be
in fields such as arts, sciences,
library studies and nursing.
Safety features
Rose Garden Parkade
Public security built in to
award-winning design
by Connie Bagshaw
Staff writer
When UBC's Rose Garden Parkade receives the International Parking Institute's Award of
Merit later this month, it will be recognized for its innovations in safety, as well as design,
esthetics, comfort and customer service features.
The parkade was designed specifically with security in mind." says Parking Manager David
Miller, who will accept the award for UBC in Chicago on April 30.
"Parking and Security Services has received many compliments from people saying how safe
they feel in the facility since it opened almost two years ago."
Selected for the Award of Merit from 25 entries worldwide, the Rose Garden Parkade was
completed in August 1994, and accommodates 905 vehicles on five underground levels.
Key among its many safety features is that it has triple the lighting level required by municipal building codes at the entrance and in the stairwells.
"It was essential to eliminate the dark, cavernous feeling many underground parkades
have," Miller explains. "Our goals were to instil an inviting feeling and confidence in parkade
visitors and staff, and to discourage loitering."
He added that the spaces between vehicles are illuminated to minimize hiding areas, and
that all walls, ceilings and ductwork are painted white to maximize light levels. The energy
efficient lights remain on 24 hours a day.
Visibility is another important safety feature of the parkade. Miller notes.
'The elevators and stairwells are glass-enclosed to enhance visibility and make these areas
non-threatening." he says. "We also built all structural columns in the facility small enough so
that no one can hide behind them, and parkade staff are stationed in an office that provides
open views from all directions."
A generator in the parkade ensures that personal safety can be maintained during a power
failure, and health is safeguarded by computer-controlled electric blowers to control carbon
monoxide levels.
Located on NW Marine
Drive, the Rose Garden
Parkade is sited on one of the
busiest locations on campus.
Many additional safety
features were designed to
accommodate the large
number of pedestrians and
vehicles that use the facility.
"Foremost, the parkade
was designed to provide safe,
convenient and efficient
service to faculty, staff,
students and visitors," Miller
says. 'The university has been
able to do that and improve
the character and quality of
the surrounding environment,
especially with the replanting
ofthe original Rose Garden."
by staff writers
ix members of the UBC community are this year's
winners of the President's Service Award for Excellence, presented in recognition of distinguished
contributions to the university.
Each winner will receive $5,000 and
a gold medal at award presentations
during spring and fall Congregation
The winners are: Lore Hoffman.
secretary to the head of Physics; Nestor
Korchinsky. director of Intramurals
and assistant professor in the School of
Human Kinetics; Rosemary Leach.
f» secretary in the Dept. of English:
yC     Frances Medley, assistant secretary of
'|.,'';     Senate; Douglas Napier, area supervi-
Korchinsky sor f°r Plant Operations and former
member of the Board of Governors: and
Mary Risebrough. director, Housing and Conferences.
Several 1995/96 Fulbright scholarship recipients are
connected to UBC.
James Grayson, a graduate of the University of New
Mexico, is currently enrolled as a graduate
student in the Faculty of Law; Darlene
Sambo Dorough, a doctoral candidate
and graduate of Tufts University, is a
doctoral candidate in the Faculty of Law.
Marguerite Forest, a doctoral
candidate at the University of Oregon,
is conducting research at the School of
Community and Regional Planning;
and Joseph Clougherty. a doctoral
candidate at the University of Southern
California, is carrying out research in
the Faculty of Commerce and Business
Kris Bulcroft. an associate professor at Western Washington University, is conducting research
and lecturing in the School of Family and Nutritional Sciences
while here on a $25,000 U.S. Fulbright
As well, faculty on sabbatical from
UBC include two Fulbright fellows:
Michael Healey, director of the
Westwater Research Centre, received a
$25,000 U.S. Fulbright Fellowship and
k - mt    is conducting research at the Univer-
^—i ^H     sity of Rhode Island,
l^rl *        M^M John Helliwell, professor of
^    v ■^^^     Economics, is conducting research at
Harvard as the first recipient of the
$25,000 U.S. Fulbright-Hongkong
Bank of Canada Fellowship.
The $ 15.000 U.S. scholarships are part
of the international Fulbright program, which allows the best
scholars in 150 countries to engage in exchanges to expand
research, teaching and study opportunities.
Anne Wyness, an associate professor in the School of
Nursing, has been awarded a grant from the British
Council in Canada to develop links with British
colleagues who are providing leadership in the education of
nurses and other health professionals, particularly related to
HIV/AIDS care.
The British Council provides funding for visitorship
programs to enable Canadians in senior positions to inform
themselves about developments in their fields in Britain and
to make contacts with potential collaborators.
Wyness. whose focus is on AIDS education as opposed to
clinical care, will travel to Edinburgh, Glasgow and London,
before returning to Canada in time to attend the 11 th
International AIDS Conference in Vancouver this summer.
Creative Writing student Geoff Denham has been
awarded a National Screen Institute Drama Prize for
a film script he developed and wrote as a class project.
Denham received a $6,000 cash grant and $5,000 in
goods and services to make a film based on his story entitled
Henry's Cafe.
As a drama prize recipient, he will be attending a series of
workshops on writing, producing and directing under the
mentorship of Canadian film-maker Anne Wheeler at the
National Screen Institute in Edmonton.
Denham, who is also a graduate of UBC's Film Studies
program specializing in cinematography, will begin shooting
Henry's Cafe, which he describes as "a 12-minute slice of
life," in Vancouver this fall.
Each year, only five young film-makers are honoured with
the National Screen Institute Drama Prize which was presented to the recipients at the Local Heroes Film Festival in
Edmonton last month. 12 UBC Reports ■ April 18, 1996
Pharmaceutical Sciences 50th
Team approach to
drug care evaluated
Count, pour, lick, stick.
These are the traditional activities which
spring to mind for many people when
thinking of pharmacies and pharmacists.
It is exactly this stereotypical image
that Asst. Prof. Bruce Carleton hopes to
erase with his Pharmaceutical Care Project.
In Oct. 1993. the College of Pharmacists of B.C.—the regulatory authority
governing the profession—asked Carleton
to head a task force looking into ways of
evaluating and implementing the philosophy of pharmaceutical care in practice. Carleton says the philosophy is simple: the paramount trait of pharmacists
is their commitment to the health of
individual patients.
But Carleton recognized at the outset
that patients, pharmacists and physicians needed to work together to ensure
patients were receiving the best therapy.
"If the ultimate goal of pharmaceutical
care is to improve quality of life, or prolong
life, or both, then patients need to assume
responsibility for their own therapy," says
Carleton. "Pharmacists and physicians together need to be actively involved in the
continued monitoring of patients for whom
drugs are prescribed in order to help patients fulfil their responsibility."
To demonstrate that such an approach
was viable and helpful in improving patient health, Carleton has devised a
randomized trial using 40 pharmacists
throughout the province. The pharmacists are divided into two groups: one will
continue to use the traditional pharmacy
approach to patients, including patient-
specific drug counselling, and the other
group of 20 pharmacists will receive special training in the latest pharmaceutical
care practice techniques.
Carleton chose asthma patients as the
focus for the trial because of the significant costs associated with the disease
and the ability of pharmacists to help
them. The Canadian Medical Association
Journal cites the total cost of asthma in
Canada at somewhere between $500 to
$650 million a year. Drugs represent the
largest single component of direct costs
at $124 million while illness related to
disability tops the indirect cost list at $76
Carleton says one ofthe most significant problems with asthma drug therapy
lies with the inappropriate use and technique of inhalers, the primary method of
administering asthma medication.
"Patients become breathless so they
just start filling their lungs with as much
drug as possible which is not a safe or
effective use ofthe inhaler." says Carleton.
"We are talking about using a patient-
specific approach to educating patients
about the drugs and their use."
The trial will have pharmacists in one
group sequentially evaluate a patient's
disease status and how the drugs are
affecting that status: information which
will then be relayed back to the physician. Carleton says that traditionally,
most interactions pharmacists have with
physicians were limited to administrative
issues relating to dispensing.
Pharmacists in the pharmaceutical
care group of the trial will monitor a
patient's lung function, self-reported sick
days and their use of oral cortico steroids
which often produce side effects and are
often used when a worsening of the patient's asthma condition is present. The
frequency at which patients refill prescriptions as well as health-related quality of life data will also be examined.
Carleton says each pharmacist involved in the study will collect data on at
least 10 patients. He added that data will
not be collected unless the patient's physician agrees to participate.
Results from the trial should be complete by June of 1997.
Continued from Page 1
growth, in part, to the fact that fewer
students are dropping out.
The quality and quantity of student
applicants has climbed steadily and the
students selected are truly outstanding," says McNeill.
Graduate enrolment has doubled during the same period to just over 60 students working towards MSc, PhD and the
country's founding PharmD degrees. The
faculty also has an established Residency
Program in Hospital Pharmacy. Jointly
run with the Canadian Society of Hospital Pharmacists, this program provides a
specialized training ground for practice
in a hospital setting.
The faculty complement has undergone similar growth over the years with a
current full-time contingent of 35 professors and senior instructors teaching in five
divisions: pharmaceutical chemistry; pharmaceutics and biopharmaceutics; pharmacology and toxicology; pharmacy practice; and clinical pharmacy.
Research carried out in these and other
areas will be the focus of a day-long
faculty research symposium at the Instructional Resource Centre (IRC) on Saturday, June 1.
McNeill, who relinquishes his deanship
on June 30 after close to 12 years, will kick
off the symposium with an address on his
internationally renowned research concerning the development of vanadium compounds for the treatment of diabetes.
Prof. Gail Bellward, symposium organizer, says the event will feature talks
by graduates from all program areas,
past and present.
'The idea is to show the breadth of
topics and disciplines which our stu
dents go on to pursue outside the
university.. .from regulatory affairs in government to careers with major drug companies," says Bellward.
The research symposium runs concurrently in the IRC with the annual
update of the faculty's Continuing Pharmacy Education program. This year's
program saw 1,556 pharmacists and other
registrants taking part in 46 programs on
campus and throughout the province.
*   Si*     o
Charles Ker photo
Marguerite Yee's teaching efforts in the Faculty of Pharmaceutical Sciences
have earned her a reputation as one of the university's top instructors.
Top teacher embraces
creative learning shift
She's been described as caring, approachable, enthusiastic, innovative and
tireless. Marguerite Yee also has a reputation for being tough.
"Dragon lady, Margaret Thatcher... I've
been called all kinds of names," says Yee.
"Sure I was tough at the beginning."
A senior instructor in the Division of
Clinical Pharmacy, Yee is one of the first
faculty faces undergraduates meet. Tough
or not, students obviously appreciate her
teaching efforts.
Graduating classes for 1980, 1981 and
1994 selected Yee to receive the Master
Teaching Award. She also received the
Just Desserts Award in 1986 for her service and dedication to students and the
Pharmacy Undergraduate Society. In May,
Yee collects the Killam University Teaching Prize for Pharmaceutical Sciences.
When she joined the faculty in 1976, Yee
spent most of her time in the lab teaching
students how to make capsules, ointments,
suppositories and emulsions from scratch. It
is an exacting science which leaves no room
for error. That's where she gained her repu-
Pharmacy at 50
• Sept. 1946: First class enrolled in Dept.
of Pharmacy within the Faculty of Arts
and Science. Teaching began in three
war-time huts, known as the "orchard
huts," located on West Mall. Esli Woods
is UBC's first dean of pharmacy.
• 1949: Department becomes an independent Faculty of Pharmacy.
• 1950: Faculty moved from huts into one
wing ofthe Biological Sciences Building.
• 1952: A. Whit Matthews appointed second dean of faculty.
• 1961: Faculty moves to its present location in the George Cunningham Building.
• 1967: Bernard Riedel appointed third
dean of faculty.
• 1968: Faculty name changed to Faculty
of Pharmaceutical Sciences.
• 1969:  PhD introduced.
• 1971: Research wing of Cunningham
Building opened.
• 1985: Present Dean John McNeill appointed.
• 1991: Canada's first Doctor of Pharmacy Program (PharmD) established at
1 1993: First six graduates in the PharmD
program receive degrees.
1 1996: 50th anniversary
Anniversary events
Friday, May 31: An evening wine and
cheese reception at Cecil Green Park House
Saturday, June 1: Annual faculty research
symposium running concurrently with the
annual alumni continuing education update at the Instructional Resources Centre
Sunday, June 2: Cunningham Building Open House, UBC campus tours,
coffee and cinnamon bun reception at
Cecil Green Park House
Monday, June 3: Annual Bernie Riedel
Golf Tournament and dinner at the
University Golf Club
(To reserve a copy ofthe book commemorating 50 years of pharmacy at UBC.
send a cheque for $39.95 payable to The
Faculty of Pharmaceutical Sciences, 50th
Year Celebration Book Fund. Attention
Marion Pearson, 2146 East Mall, Vancouver, B.C., V6T 1Z3)
tation for toughness.
"It's like following a recipe but when you
are making medicine, it's either all right or
there is a mistake," she explains. "Even a
slight mistake could be disastrous for students."
Those days of having students do their
work only to have instructors rip into it are
gone. Says Yee: "Our approach now is,
'You do the work, you check it, we come by
and admire it.'"
This shift in approach has followed a
dramatic shift in the curriculum. Since drug
companies have taken control of the actual
making of drugs there is less emphasis on
compounding in labs. Instead, Yee is responsible for introducing students to the literally
thousands of prescription drugs donated to
the lab by companies.
A philosophical shift in teaching has
placed more emphasis on self-learning,
problem solving, communication skills and
pharmacy practice.
Yee has embraced this shift by introducing several innovative workshops for
third-year students on areas such as opening a pharmacy, dosage forms and cough
and cold products.
"Not everything these days is swallowed
or applied," she says. "You can instil drugs
into your eyes, ears, nose and inhale sprays
or powders. Students need to be able to
handle questions from patients on how to
use these drugs."
Apart from her teaching duties in Pharmacy 100 and 300, Yee has kept busy coordinating a national network of pharmacy
practice instructors and presenting a first-
year workshop focused on the decisionmaking process related to career planning.
She also developed and initiated the voluntary Communication Adventure Program
which annually attracts between 50 to 70
undergraduate and graduate students to
learn public speaking and meeting skills.
Yee says the change in faculty teaching
and course selection since she graduated
with her BSc in 1969 is nothing short of
"It's definitely a more creative atmosphere for both students and teachers,"
says Yee. "There isn't one way of getting
an answer but many correct answers to
problems. Our outlook has broadened
as far as the kind of services pharmacists can provide."


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