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UBC Reports Apr 16, 1998

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 THE  UNIVERSITY OF BRITISH  COLUMBIA
T TBC REPORTS
Find UBC Reports on the Web at www.publicaffairs.ubc.ca
Gavin Wilson photo
Soaking Up The Folk
Indonesian student Bobi Schawan examines a display of Indonesian
folk art during Festiva, a celebration of cultures that takes place each
year at International House. This year's event included a food fair
featuring dishes from more than a dozen countries, cultural displays
and performances of music, poetry, dancing and martial arts. Festiva
is held with the aid of volunteers by UBC International Student
Services, which provides support services, co-ordinates the student
exchange program and manages the social and cultural centre at
International House for the nearly 2,400 international and exchange
students at UBC.
Research engineer
garners Killam Prize
by Stephen Forgacs
Staff writer
UBC Engineering Prof.
Martha Salcudean is one
of three Canadians to receive a prestigious 1998
Killam Prize.
The $50,000 Killam
Prizes are awarded annually by the Canada Council for the Arts in recognition of outstanding
achievements by Canadians in any one of the disciplines in the natural sciences, health sciences
and engineering.
"In her fields of engineering research and academe, Martha Salcudean's
achievements stand as a
Salcudean
brilliant model of university/industry collaboration and of practical engineering
and research excellence," the Canada
Council said in a prepared
statement.
Salcudean, who will receive the Killam Prize for
Engineering, holds UBC's
Weyerhaeuser Industrial
Research Chair in Computational Fluid Dynamics in the Dept. of Mechanical Engineering.
"Martha Salcudean has
an impressive ability to
add consistently to the
body of scientific knowledge in her field while tackling complex industrial
problems,"  said  Bernie
See KILLAM Page 4
Community input
sought for UBC vision
by Gavin Wilson
Staff writer
A draft "green paper" that outlines the
basis of UBC's vision for the 21 st century
is being circulated for discussion both on
campus and in the greater community.
The green paper, the first draft of the
university's new vision statement, was
developed following extensive consultation with members of the university community, UBC alumni and the general
public.
"We've spent the last several months
listening to what people have to say about
their university, the role UBC plays in
their lives and in their communities. The
green paper reflects to a great extent what
we've heard," said UBC President Martha
Piper.
UBC is redefining its vision in light of
societal changes such as increasing globalization, the rapid expansion of information technology and the growing integration of academic fields of study. The
ultimate goal is to become Canada's finest public university.
"Our predecessors had a vision for
UBC, and more importantly, they had the
courage — through the Great Trek of
1922 — to enact that vision," Piper said.
"I believe that today, to some degree, we
have the same opportunity to create and
enact a vision for UBC that will have as
much impact on our second 100 years as
the Great Trek had on our first."
The green paper identifies five major
goals:
• to attract and retain outstanding faculty, students and staff:
• to offer students an intellectually
challenging education that takes advantage of our unique research environment
and provides programs that are international in scope, interactive in process and
interdisciplinary in content and approach.
Graduates of these programs will have
strong critical thinking, communication
and teamwork skills;
• to enhance UBC's research capacity,
strengthen its research performance and
advance its reputation as the leading
research university in Canada and one of
See VISION Page 2
Pharmacy students
get research work
by Hilary Thomson
Staff writer
Waiting tables, grinding coffee or pulling weeds won't be part of this year's
summer employment scene for a group
of aspiring researchers in the Faculty of
Pharmaceutical Sciences.
Thanks to the Summer Student Research Program (SSRP), 11 undergraduate students will be spending the summer working in pharmacy research labs.
"We want to give undergrads a taste
of what it's like to be a research scientist," says assistant profesessor and
program director Kishor Wasan. "We
want them to see what they can do with
a pharmacy degree."
Targeted to students in first, second
and third years, the projects are designed to give a variety of research
experience, ranging from basic science
to community pharmacy education.
"We have high profile research being
conducted by our faculty." says Pharma
ceutical Sciences Dean Frank Abbott.
"By getting students involved early, we're
hoping to help fulfill President Piper's
vision of using research to enrich the
undergraduate education at UBC."
Competition for the summer research positions is intense. This year.
70 students applied for the 11 openings.
This experience will be an asset if I
decide to apply for grad studies," says
third-year student Frank Strobel, who
is entering his second summer with the
program. "Also, employers look for people who can work in teams — now I
have that experience."
"Research is creating new knowledge, "
says second-year student Jenny Chou.
who will be taking a break from a summer retail job to participate in the SSRP.
"It's not just textbooks and lectures."
After graduation, pharmacy students
usually go directly to high-paying jobs
as pharmacists without any knowledge
See WORK Page 4
Inside
Suitcase Satellite
It may be small but once in orbit, it will hear stars tell their age
Trading Theories 20
Profile: Prof. Jim Brander has a knack for predicting our trading future
ii
monitoring protected
Strips of forest"
PETER MURTHA
Forestry
About It.
UBC  RESEARCH
www.research.ubc.ca 2 UBC Reports ■ April 16, 1998
Vision
Continued from Page 1
the leading research universities
in the world:
• to collaborate with local and
regional communities to foster
intellectual, social, cultural and
economic development in the
Vancouver region and the province of B.C.:
• to participate as an active
member of the society of the 21st
century by educating future citizens to think globally and by
advancing international scholarship and research.
Each goal is integrated with
certain defining principles. There
are 34 strategies associated with
the goals.
The green paper was the focus
of a campus forum held April 3 in
the Chan Centre for the Performing Arts.
About 200 members of the
university community gathered
to hear presentations from Piper
and a panel made up of Vivian
Hoffmann, president of the Alma
Mater Society, Robert Blake,
president of the Faculty Association. Sarah Dench. president of
the Association of Administrative and Professional Staff, and
community consultant Judy
Kirk.
A meeting downtown was held
later that day for members of the
Community Advisory Council.
These representatives of government, business, labor and cultural groups are also providing
input as the university develops
a new vision. This was their second of three meetings.
As well, Piper recently traveled
to Victoria, Prince George,
Kamloops and Kelowna seeking
input from representatives of the
provincial and municipal governments, the presidents of post-
secondary institutions, business
leaders, high school students and
UBC alumni.
Comments on the green paper should be received by mid-
May. The campus and community consultations will culminate
in the creation of a vision statement which will be drafted by
mid-June. It will go to the university Senate and Board of Governors for approval in September and October.
Copies of the green paper are
available at the President's Office and on the World Wide Web
at www.vision.ubc.ca.
Comments about the contents
of the green paper can be made by
e-mail to vision@exchange.ubc.ca,
fax (604) 822-5055 or by writing
to: The President's Office, University of British Columbia, 6328
Memorial Road. Vancouver, B.C.
V6T 1Z2.
SABBATICAL
RETREAT
See Classifieds
Mayne Island
Gulf Islands
Thousands of starfish embryos blasted into space aboard the shuttle
Endeavour in 1996.They participated in a study by UBC anatomist Bruce
Crawford to see how zero gravity affects muscles in the first stages of life.
Results from Crawford's experiment apply to human conditions like muscle atrophy, a serious problem for astronauts as well as people on Earth.
Crawford is currently designing a chamber to house insects to be used for
research on a planned space station.
^ThinkAbout
Space
TH/nK
About K
UBC  RESEARCH
www.research.ubc.ca
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THE UNIVERSITY OF BRITISH COLUMBIA
Public
Information
on the
Meeting
East Campus Project
(Residential Rental Facility for Student/Families,
Faculty, Staff, Sororities and Fraternities)
Thursday, April 23,1998
• 12:30-3:00pm, Asian Centre Auditorium,
1871   West Mall
To present and review the site plan for the East Campus Project to be
constructed on the east side of Wesbrook Mall from Fairview Avenue to
the Public Safety Building.
A stage I Development Permit Application has been submitted. This is the
first of two public information meetings on this project. The second public
meeting will take place in September 1998.
For further information call Jim Carruthers at 822-0469.
THE UNIVERSITY OF BRITISH COLUMBIA
Public Forum
for UBC's neighbours on the
Pacific Games
2001
Tuesday, April 28,1998
• 7:00-8:00pm, Rm. 216, Student Union Building,
6138 Student Union Blvd., located north of the
UBC bus loop
• Parking is in North Parkade off Wesbrook Mall
Organizers will present an overview of this international
sporting event, including a proposal that UBC serve as one of
the Lower Mainland's major venues.
For further information call UBC Public Affairs at 822-2048.
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UBC REPORTS
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.
UBC Reports can be found on the World Wide Web at
http://www.publicaffairs.ubc.ca
Managing Editor: Paula Martin (pauia.martin@ubc.ca)
Editor/Production: Janet Ansell (janet.ansell@ubc.ca),
Contributors: Stephen Forgacs (Stephen.forgacs^ubc.ca),
Hilary Thomson (hilary.thomson@ubc.ca),
Gavin Wilson (gavin.wilson@ubc.ca).
Editorial and advertising enquiries: (604) 822-3131 (phone), (604)
822-2684 (fax). UBC Information Line: (604) UBC-INFO (822-4636)
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 16, 1998 3
Suitcase satellite set
to pinpoint stars' age
by Stephen Forgacs
Staff writer
Using a satellite the size of a suitcase,
a UBC researcher hopes to provide clues
to one of astronomy's most fundamental
questions: How old is the universe?
"This project should appeal to the basic Canadian admiration for the underdog," says Jaymie Matthews, an assistant professor in the Dept. of Physics and
Astronomy and principal investigator of
the Microvariability and Oscillations of
STars (MOST) project. MOST will be Canada's first space telescope.
"With a relatively small amount of
money and a very small satellite, we're
going to address a large and fundamental
question about the history of our universe. And we will do this using a telescope no bigger than those used by
backyard stargazers," he says.
The $11 -million project is a joint effort
involving UBC, Dynacon Enterprises Ltd.
and the University ofToronto Institute for
Aerospace Studies (UT1AS). MOST is a
mission proposed under the Small
Payloads Program, sponsored by the Canadian Space Agency's Space Science
Branch. Project approval from the CSA is
contingent on approval of all funding
contributions.
Once launched in 2000 or 2001,
Matthews' satellite will be pointed at one
stellar target after another for six or seven
weeks each to collect information on the
"ringing" of stars.
This ringing, or oscillating, is caused
by sound waves bouncing around inside
the star. The waves paths' are modified by
the temperature and composition of gases
through which they travel.
The telescope will measure the resulting vibrations, which cause the brightness of the star to vary.
The project involves use of a technique
called asteroseismology, which exploits
the subtle surface oscillations of stars to
probe their internal structures and measure their ages.
Matthews likens detecting the oscillations to trying to listen to a sound that is
30 decibels below what the human ear
can detect, while sitting next to a steadily
beating bass drum.
The small telescope, with a collecting
mirror about 15 centimetres across and
housed in a casing the size of a suitcase,
will hitchhike into space with another,
bigger satellite.
Once free of the launch vehicle and
primary payload, the 50-kilogram
mierosatellite will turn its telescopic eye
toward any one of a number of stellar
targets before relaying its data on the
star's oscillations to Earth.
"While modest in size, the MOST instrument will be able to accomplish what
no other telescope on Earth or in space,
including the Hubble Space Telescope,
can:— the detection and characterization
of rapid oscillations in stars like our
Sun," Matthews says.
The stars are expected to ring in pitches
or periods near five to 10 minutes. Each
star will vibrate in a symphony of many
such periods. To distinguish the closely
spaced tones and then extract the desired information about the interior of the
star, each star must be monitored for
weeks with almost no interruptions.
Armed with these data, the team of
MOST astronomers led by Matthews
hopes to measure the ages of some of the
oldest stars in our galaxy, setting a meaningful limit on the age of the universe
itself.
Efforts to measure the tiny oscillations
of other Sun-like stars using a series of
land-based telescopes are problematic
because of atmospheric noise, which
makes stars appear to twinkle from Earth.
The MOST project also represents a
major breakthrough in the way
microsatellites are used for space science, Matthews says. Because of their
small size, microsatellites have traditionally been quite difficult to point accurately, making it useless to put a telescope aboard one.
UBC, with the technical support of
CRESTech. an Ontario Centre of Excellence, has designed a simple, inexpensive yet highly precise telescope that can
operate effectively from a mierosatellite
platform. Dynacon, with UTIAS, has in
turn designed a mierosatellite platform
that can be pointed with great precision.
Precision control of the mierosatellite platform will open up new opportunities for
low-cost space astronomy and Earth-
observation missions, says Matthews.
Four small, spinning, gyroscope-like
wheels are used to position and reposition the mierosatellite from Earth. These
"reaction wheels" are the only moving
parts in the satellite and, when made to
spin in varying directions by the Earth-
based controller, cause the satellite to
change orientation.
The mierosatellite, travelling at a speed
of 27,000 kilometres per hour, will orbit
the Earth once every 100 minutes at an
altitude of 800 kilometres.
Powered by solar panels, it is expected
to function from five to 10 years before
radiation damage to its electronic components renders it inoperable.
The mierosatellite will also host its
own hitchhiker, a transceiver installed
on behalf of AMSAT, the Radio Amateur
Satellite Corp.. which is also a partner in
the MOST project.
AMSAT is a non-profit organization
that invented mierosatellite technology
and is playing a major role in the development of the satellite housing design. The
transceiver will serve as a backup communication system for the satellite while
also allowing North American amateur
radio operators to communicate with
operators in Europe.
Hearing into APEC
complaints delayed
The RCMP Public Complaints Commission hearing into the actions of
police officers during the APEC leaders' meeting at UBC last November has
been adjourned until Sept. 14.
The decision follows a preliminary
hearing in which requests for an adjournment were made based on scheduling problems and the need to gather
and evaluate information requested
from the RCMP. The information has
not yet been received by commission
lawyer Chris Considine.
The commission has asked that
the RCMP deliver all relevant documents, as well as the names of the
officers who are the subject of the
complaint, by May 31.
The commission also said the delay
would accommodate members of the
university community who would be
away over the summer months.
Considine said the commission is
still considering the application for
funding of legal counsel for complainants.
Stephen Forgoes photo
Physics and Astronomy Asst. Prof. Jaymie Matthews is leading a Canadian
research project that will put a mierosatellite the size of a suitcase into orbit
in the year 2000 or 2001. Orbiting at an altitude of 800 kilometres above
Earth, the telescope-bearing satellite will observe the oscillations of stars
similar to the Sun and relay to Earth data that may help Matthews narrow
in on the age of the universe.
Campus safer place,
co-ordinator reports
by Hilary Thomson
Staff writer
The incidence of personal crimes reported to the UBC RCMP detachment
has dropped from 1996 levels, according to the annual report recently released by personal security co-ordinator
Paul Wong.
'There were reductions in all crimes
against persons except for indecent acts,
which showed an increase from six incidents in 1996 to 20 last year." says Wong.
Wong emphasizes that the data provided by the university RCMP detachment encompass not only UBC. but the
University Endowment Lands, Wreck
Beach and Pacific Spirit Park. Information specific to UBC is being provided by
the RCMP as of January 1998.
Better lighting is just one of the improvements brightening UBC's personal
safety picture according to the report.
"I know there's a perception that the
campus is unsafe at night." says Wong.
"Even though there are few incidents of
reported crime, it's important that people
feel secure on campus, especially after
dark."
About $200,000 was spent last year
on 47 new lights installed on Crescent
Road, West Mall from Biological Sciences
Road to University Boulevard and surrounding Koerner Library. There were
upgrades to 12 lights in the area between
the Museum of Anthropology and Mary
Bollert Hall.
Other 1997 safety measures included
emergency telephones in elevators. Five
new systems were installed as a pilot
project in the MacMillan Building, the
Music Building, Woodward Instructional
Resources Centre, the Biological Sciences
Building and Woodward Library.
Student peer educators from the Women
Students' Office introduced an educational
program aimed at increasing the awareness of harm caused by excessive drinking. The CD-ROM program, called Alcohol
101. takes the viewer into a virtual party
where he or she can make choices for
characters on issues such as alcohol-
related violence and unplanned sex.
This year the Ministry of Advanced
Education, Training and Technology has
allotted 8370,000 for safer campuses initiatives. The Personal Security Advisory
Committee, which represents students,
faculty and staff, decides how the funds
will be distributed.
Plans include new lighting for less-
travelled pedestrian routes in the area
between Main Mall and Totem Park residences. Lights will be installed from Biological Sciences Road to West Parkade,
from the Civil and Mechanical Engineering Building to B lot. from Frederic Wood
Theatre to the Lasserre Building and
from the First Nations Longhouse to Fraser
Parkade and the Asian Centre.
There will be about SlOO.OOO allocated to lighting the dark areas of campus, such as the area around SUB and in
C2 and B4 parking lots, as identified in
the 1997 Alma Mater Society safety audit.
Fourteen blue security phones, four
Security Bus shelters and 25 elevator
emergency phones are also slated for
purchase.
Campus Security received almost
9,500 calls for service in 1997, mostly
relating to alarms, unsecured buildings
and parking enforcement.
For more information about personal
security issues, contact the office of the
personal security co-ordinator at (604)
822-6210 or e-mail wong@safety.ubc.ca. 4 UBC Reports ■ April 16,1998
CORINNE  BOYER  FUND
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Killam
Continued from Page 1
Bressler. UBC's vice-president.
Research. "She is clearly a leader
in applied research and the scientific community in Canada."
Salcudean's area of research,
computational fluid dynamics
(CFD), is the process of setting
up equations, making assumptions, repeating iterations on a
computer and interpreting the
results to describe how fluid,
suspended particles and thermal energy will move in a process, a piece of equipment, or
other setting.
Salcudean's recent research,
carried out in collaboration with
Mechanical Engineering Prof. Ian
Cart shore and Zia Abdullah, who
leads the transfer of technology
to industry, has been focused on
recovery boilers used in the pulp
and paper process.
The results have already been
put to use in several mills in
Canada and the United States.
She is carrying out her research
in collaboration with the Pulp
and Paper Centre, where she is a
faculty associate.
"We calculate the process
completely and then visualize it
through computer graphics so
that the operator can actually
see everything happening."
Salcudean said.
Salcudean has also been involved in industrial collabora-
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tions with Atomic Energy of
Canada Ltd. on two-phase heat
transfer in nuclear reactors, with
Cominco and Johnson Mattheys
on the modeling of crystal growth
processes, and with Pratt and
Whitney Canada on film cooling
of turbine blades.
Since coming to UBC in 1985,
she has served as head of the
Dept. of Mechanical Engineering, associate vice-president. Research, and acting vice-president, Research.
In addition, she has served
extensively in the Canadian scientific community and organizations including the the National Research Council, the B.C.
Advanced Systems Institute, the
Science Council of B.C.. and the
National Advisory Panel on Advanced Industrial Materials and
the Defense Science Advisory
Board.
In 1991. she was awarded the
Science Council of B.C.'s Gold
Medal in the Applied Science
and Engineering category.
She will receive her award
during a ceremony in Vancouver
April 22.
Work
Continued from Page 1
of research options, according to
Wasan. About 15 per cent of students in the summer program
have gone on to graduate studies.
In addition to being a stepping stone to further research,
the program gives students additional job skills, such as expertise in operating drug analysis equipment.
"Besides the basic science,
there's a lot of mentoring that
goes on," says Wasan.
The availability of funded research staff also helps junior
faculty members grow their research programs, he adds.
Increased funding has allowed
the program to double the
number of students it employs
since it started in 1989.
It recently received a two-year
grant from the Medical Research
Council of Canada and new funding from the American Society of
Pharmacology and Experimental Therapeutics.
Wasan hopes to have the program endowed and to increase its
ties with industry, creating summer research placements with community pharmacy laboratories.
UBC Special Event Rentals
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Phone 822-5765 for more information. UBC Reports April 16, 1998 5
B.C. health boards
enthused: survey
by Hilary Thomson
Staff writer
Members of B.C. regional
health boards are enthusiastic
and committed to their task despite some growing pains, according to recently released results of a survey conducted by
the Institute of Health Promotion Research (IHPR).
'The results identified points
of tension between board members, the health professions and
the Ministry of Health,"says Asst.
Prof. James Frankish, the
project's principal investigator
and associate director of IHPR.
Results of the 17-page survey
showed most boards strongly
support public participation in
health system decision making,
with health promotion and disease prevention cited as areas of
greatest concern. Only about a
third of the members were satisfied with the accomplishments
of their boards, however.
Survey respondents rated
communication between health
boards and the Ministry of Health
as inadequate overall. Members
also reported varying levels of
support from stakeholders such
as health professionals and spe
cial interest groups.
The survey of 20 boards is
part of a four-year project funded
by the provincial and federal
governments to look at community participation in health decisions.
"We're looking at the tools and
strategies boards use, how they
communicate and how they
measure success," says Frankish. "Our aim is to develop a
framework for understanding
community participation in
health decision making."
Regional health boards were
created following the 1993 health
reform policy New Directions.
There are now 12 regional
boards.
The survey, conducted in the
fall of 1996, showed most board
members have a broad background of community involvement with high levels of previous
experience on health, social service, school or politically affiliated
boards.
Survey results were presented
to all regional health boards, the
Ministry of Health and various
academic groups.
The IHPR expects to release
the results of a second survey by
early summer.
Club seeks
helicopter for hut
UBC's Varsity Outdoor Club
(VOC) is raising money to establish an alpine hut in memory of
Brian Waddington, akeenmoun-
taineer and UBC alumnus who
was killed in an avalanche in
1996.
The VOC has a 30-year history of constructing alpine hu ts
in remote areas to serve
backcountry skiers and hikers.
The Phelix Creek/Brian
Waddington Memorial Hut is to be
located next to a sub-alpine lake
near Phelix Creek, about a four- to
five-hour hike from Birkenhead
Lake north of Whistler.
The 15,000-kilogram hut
has been built by volunteers,
but must now be flown to the
site by helicopter.
'The cost of transporting the
hut is prohibitive for a student-
run club," says Andre Zimmerman. Waddington Hut
project co-ordinator.
Zimmerman says $4,000 to
$6,000 is needed.
The VOC has established the
Brian Waddington Memorial
Fund with the Alma Mater Society to receive donations.
Zimmerman can be reached for
information at (604) 876-6258.
r«:i   THE UNIVERSITY OF BRITISH COLUMBIA
Dept. of Pharmacology
and Therapeutics
Head
The Faculty of Medicine, University of British Columbia invites applications and nominations for the position of Head of
the Dept. of Pharmacology and Therapeutics.
We seek an academic leader, internal to the University, to be
responsible for directing and developing the teaching and
research programs of the department. The department has 14
full-time and 9 clinical/part-time faculty members, and attracts strong research support. Candidates should have a
proven record of scholarly activity, a strong research background and a commitment to undergraduate and graduate
medical education. Anticipated start date will be July 1,1998.
Salary will be commensurate with experience and qualifications.
The University of British Columbia hires on the basis of merit
and is committed to employment equity. We encourage all
qualified persons to apply. In accordance with Canadian
immigration requirements, this advertisement is directed to
Canadian citizens and permanent residents.
Applications, accompanied by a detailed curriculum vitae and
names of three references, should be directed by May 15,1998
to: Dr. J.A. Cairns, Dean, Faculty of Medicine, University of
British Columbia, Room 317, Instructional Resources Centre,
2194 Health Sciences Mall, Vancouver, BC V6T 1Z3.
Solo Study
Hilary Thomson photo
Second-year Arts student Sandra Willing finds a secluded study spot near the
Botany Dept.'s Native Plant Teaching Garden. Exams began April 14 in most
faculties with more than 9,000 students scheduled to write exams the first day.
Almost 375 rooms are required to test students in more than 2,700 undergraduate
and 1,500 graduate courses. The exam period runs to April 30.
Architecture school opens
gallery doors downtown
by Stephen Forgacs
Staff writer
The UBC School of Architecture has taken a step toward
restoring its tradition of community outreach with the opening of
the UBC Architecture Gallery and
Studio at 319 W. Hastings St.
"Our goal is to raise public
awareness of architecture in
Vancouver while providing our
students with greater exposure
to urban issues in architecture,"
says Sandy Hirshen, director of
the school. The location is also
a convenient base for outreach
efforts to the under-serviced areas of Vancouver, such as the
Downtown Eastside."
Hirshen wants to explore
ways to work with activist
groups, such as the Downtown
Eastside Residents' Association
(DERA). The school has worked
with Downtown Eastside groups
in the past, including the Aboriginal Health Centre.
"We want to create relationships with these groups and determine how we can balance our
educational requirements with
community service," he says.
The gallery and studio comprise about 198 square metres
of remodelled space on the
ground floor of a historic building located across from Victory
Square on the edge of Gastown.
Renovated thanks to a fund-raising effort led by the Friends of
the School of Architecture
(FOSA), the gallery space opened
recently with an exhibition entitled Architectural Photographers: Vancouver in Black and
White.
"Between 300 and 400 people
came to the exhibition opening,"
says Hirshen. "There's a real
yearning for knowledge of architecture in Vancouver."
The studio space will come
into use next fall with a planned
joint studio project on the southeast False Creek area, involving
After Finals...
The Cramming
Begins!
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from school? Let your local Mail Boxes Etc. Centre pack and ship it
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students from Architecture and
Landscape Architecture at UBC.
The school has an additional
space of roughly the same size in
the basement of the building,
but has not yet raised the money
required to renovate the space.
Hirshen says he hopes the
gallery's proximity to other institutions downtown, such as SFU,
BCIT and Vancouver Community College, as well as to the
Architectural Institute of B.C.,
will facilitate collaboration and
joint projects.
'The location is also central to
the architectural profession because of the large number of
offices in the Gastown area," he
says. "We hope it will become a
magnet for general outreach initiatives to the community and
the professions."
The gallery will also have a
retail component, selling exhibition photographs as well as
books, monographs and student-
designed furniture.
"It's a really exciting time for
the school," says Hirshen. "Not
only have we increased our downtown presence, we've also helped
renew an old building and have
become part of an effort to rejuvenate Victory Square."
The first exhibit arising from
research within the School of
Architecture will be on display at
the gallery from April 16 to May
9. Entitled Access to Architecture: Intentions and Product, it
surveys the work of local architects Busby and Associates.
The installation will be accompanied by the first in a series
of catalogues focusing on architects from the region and
authored by faculty members
Raymond Cole and Sherry
McKay.
The gallery is open Wednesday through Saturday, 11 a.m.
to 6 p.m.
SABBATICAL
RETREAT
See Classifieds
Mayne Island
Gulf Islands 6 UBC Reports • April 16, 1998
Calendar
April 19 through May 2
Sunday, Apr. 19
Continuing Studies
Workshop
The Anatomy Of A Workshop.
Anne Rice. UBC Women's Resources Centre from 9:30am-
4pm. $70. Call 482-8585.
Chan Centre For The
Performing Arts Concert
Interpretations Of A Life.
Maureen Forrester; David
Warrack. Chan Shun Concert
Hall at 3pm. Tickets available
through Ticketmaster 280-3311.
Green College Performing
Arts Group
Green College Choir; Douglas
Miller. Green College at 8pm.
Call 822-1878.
Monday, Apr. 20
The Interdisciplinary
Seminar
GettingATenure-TrackJob: How
To Manage Your Interdisciplinary
PhD Program To Maximize Your
Chances. Doug Aoki, U of Alberta. Green College at 10:30am.
Call 822-0954.
Health. Safety And
Environment Reception
Meet And Greet The UBC Emergency Planning Coordinator.
Jody Sydor. GSAB 234 at 1 lam.
Call 822-3101.
Cultural And Media Studies
Interdisciplinary Group
Lacan, Language And The Art Of
Teaching: Why Clear Writing Is A
Substitute For Thinking. Doug
Aoki, U of Alberta. Green College
at 3:30pm. Call 822-1878.
Biochemistry/Molecular
Biology Discussion Group
Loss Of CDC25A Contributes To
Gl Arrest At Senescene In Human Mammary Epithelial Cells.
Dr. J. Slingerland, U of Toronto.
IRC #4 at 3:45pm. Refreshments
at 3:30pm. Call Dr. Roberge822-
2304.
Astronomy Seminar
Fliers Jets And Ansae: Numerical Simulations Of Astrophysical
Nebulae. Vikram Dwarkadas, U
of Washington. Hennings 304 at
4pm. Refreshments at 3:30pm.
Call 822-2267.
Green College Resident
Speaker Series
Globalization Unplugged. Peter
Urmetzer, Anthropology and Sociology. Green College at 5:30pm.
Call 822-1878.
Health Care Ethics Public
Lecture
Autism And Ways Of Knowing.
Dr. Grant Gillett, U of Otago. GF
Strong Aud. from 7-9pm. Call
822-2611.
Chan Centre For The
Performing Arts Concert
Kronos Quartet. Chan Shun Concert Hall at 8pm. Tickets available through Ticketmaster 280-
2211.
Tuesday, Apr. 21
Pacific Spirit Family And
Community Services
Acadia Toy and Resource Library
Open House. Acadia Highrise
ground floor 100 from 4:30-8pm.
Refreshments. Call Toby Willis-
Camp 221-KIDS (5437).
St. John's College Invited
Speaker Series
Solitude. FeterSuedfeki, Psychology, St John's College seminar
room at 5:30pm. Call 822-8788.
Museum Of Anthropology
Lecture Series
The Chinese Neolithic. Prof. Richard Pearson, Anthropology and
Sociology. MOA Theatre Gallery
from 7:30-8:30pm. Call 822-5087.
Wednesday, Apr. 22
Orthopedic Grand Rounds
Case Presentations. Dr. P.
Gropper; Dr. W. Regan; Dr. R.
Hawkins. Vancouver Hosp/HSC,
Eye Care Centre Aud. at 7am. Call
875-4192.
Surgery Rounds
Empowering The Patient. Dr.
Grant Gillett, U of Otago. GF Strong
Aud. from 7-8am. Call 822-5677.
Health Care Ethics Grand
Rounds
AIDS And Ethical Values - Whose
Responsibility? Dr. Grant Gillett.
U of Otago. St. Paul's Hosp. New
Lecture Theatre Level 1 Phase II
from 9-10am. Call 822-5677.
Surplus Equipment Sale
SERF Task Force Building Warehouse from 12noon-5pm. Call 822-
2582:822-2813.
Respiratory Research
Seminar Series
Viruses And Asthma: Are Viral
Infections Good For You? Dr. Rick
Hegele, Pathology. Vancouver
Hosp. /HSC, doctors' residence 3rd
floor from 5-6pm. Call 875-5653.
Pacific Spirit Family And
Community Services
Acadia Toy and Resource Library
Open House. Acadia Highrise
ground floor 100 from 2-5:30pm.
Refreshments. Call Toby Willis-
Camp 221-KtDS (5437}.
Graduate Programs And
Research Public Lecture
Measuring Up In Math And Science: How Do Canadian Students
Compare To Those In Other Countries? David Robitaille, Curriculum Studies. Italian Cultural Centre Activity Room at 7pm. Call
822-5512.
Chan Centre For The
Performing Arts Concert
Peking Acrobats. Chan Shun Concert Hall at 8pm. Tickets available
through Ticketmaster 280-2211.
Thursday, Apr. 23
Health Care Ethics Grand
Rounds
The Keys To The Dark Portal:
Making Life And Death Decisions.
Dr. Grant Gillett, U of Otago. Vancouver Hosp/HSC Lecture Hall B
from 8-9am. Call 822-5677.
Pacific Institute For Math
Sciences Distinguished
Lecturer
Four-Manifolds And Group Invariants. Prof. Beno Eckmann. University Services Media Centre at
3:30pm. Call 822-6324.
Chan Centre For The
Performing Arts Concert
Israel Camerata Jerusalem Chamber Orchestra. Chan Shun Concert Hall at 8pm. Tickets available
through Ticketmaster 280-2211.
Friday, Apr. 24
Continuing Studies
Workshop
Commercial Kitchen Exhaust Systems, Design And Installation.
Various speakers. TBA from
8:30am-4pm. Continues to Apr.
25. $420 (includes materials, field
trip, lunches and certificate). Call
822-3347.
Health Care And
Epidemiology Rounds
Monitoring Psychotropic Drugs
Consumption; New Provincial
Data. Dr. Nancy Hall. Mather 253
from 9-10am. Paid parking available in B Lot. Call 822-2772.
Pediatric Grand Rounds
Immunization Update - 1998. Dr.
David Scheifele, Director, Vaccine
Evaluation Centre. GF Strong Aud.
at 9am. Call 875-2307.
Biochemistry And Molecular
Biology Discussion Group
Seminar
Regulation Of K-Channels By
CGMP. Dr. J. Hirsche.
Medizinische Polklinik. IRC #5 at
3:30pm. Call Dr. Quanne 822-
7156.
Chan Centre For The
Performing Arts Concert
Emerson String Quartet. Chan
Shun Concert Hall at 8pm. Tickets available through Ticketmaster
280-2211.
Saturday, Apr. 25
Chan Centre For The
Performing Arts Concert
Moscow Chamber Orchestra.
Chan Shun Concert Hall at 8pm.
Tickets available through
Ticketmaster 280-2211.
Sunday, Apr. 26
Continuing Studies
Workshop
The Complex Family Lives Of Baby
Boomers Facing The Future.
Clarissa Green. Women's Resources Centre from 10am-4pm.
$70. Call 482-8585.
Chan Centre For The
Performing Arts Concert
Beethoven Piano Sonatas. Robert
Silverman. Chan Shun Concert
Hall at 3pm. Tickets available
through Ticketmaster 280-2211.
Monday, Apr. 27
Green College Resident
Speaker Series
Lives Of Faith And Action: Spiritual Writing By Canadian Women.
Laurie Aikman, Comparative Literature. Green College at 5:30pm.
Call 822-1878.
Tuesday, Apr. 28
Oceanography Seminar
Heat Fluxes, Vertical Mixing In 2-
Layer Exchange Flows, And Other
Lies About Haro Strait. Rich
Pawlowicz, Earth and Ocean Sciences. BioSciences 1465 at
3:30pm. Call 822-3278.
Centre For Applied Ethics
Colloquium
Is Official Multiculturalism A
Threat To Stability In Canadian
Society? Wayne Norman, Chair,
Business Ethics. Angus 413 from
4-6pm. Call 822-5139.
Graduate And Faculty
Christian Forum
The Ending Of Christendom In
Canada: Generating The Culture
Of Pluralism, 1945-1997. George
Egerton, History. Buchanan Low
Rise Penthouse at 4:15pm. Refreshments at 4pm. Call 822-4351.
Wednesday, Apr. 29
Orthopedics Grand Rounds
Interventional Procedures In Bone
Radiology. Dr. D. Jenzen. Vancouver Hosp/HSC, Eye Care Centre Aud. at 7am. Call 875-4192.
Royal Society Of Canada
An Informal Talk. Gren Paty,
Chemistry. Green College Great
Hall at 12:30pm. Fee $ 15 includes
lunch. Call to register Stephen
Calvert 822-5210.
Nursing Lecture
The Impact Of Social-Environmental And Structural Changes On
The Lives Of Nurses In Non-Metropolitan Regions Of Victoria, Australia. Gurpal K. Sandhu. Vancouver Hosp./HSC. Koerner Pavilion G-279 from 4-5pm. Call 822-
7453.
Health And Medicine Lecture
Series
Health Care Policy: Management
Of Health Care Resources In The
Prevention Of Infectious Diseases
Such As AIDS. Robin Hanvelt.
Green College at 5:30pm. Call 822-
1878.
Thursday, Apr. 30
Interdisciplinary Graduate
Student Conference
Inter/National Intersections:
Law's Changing Territories.
Taiaiake Alfred, UVic (Apr 30);
Marie-Claire Belleau, Laval (May
1). Green College. Continues to
May 2. Registration Fee. Web site:
www. law. ubc.ca/events/
intersectl.html.
Centre For Chinese
Research And Taiwanese
Canadian Cultural Society
Seminar
Remembering The Golden Oldies
- Evolution Of Taiwanese Folk
Songs And Popular Music. Yung-
Ming Chuang. CK Choi 120 from
12:30-2pm. Call 822-2629.
Friday, May 1
Health Care And
Epidemiology Rounds
The Twin Notions Of Utility And
Equity In Health Technology Assessment: Should Society Settle
For Less? Dr. Arminee Kazanjian,
Associate Director. Centre for
Health Services and Policy Research. Mather253 from 9- 10am.
Paid parking available in B Lot.
Call 822-2772.
Pediatric Grand Rounds
Hemolytic-Uremeic Syndrome
Update. Prof. James Carter, BC's
Children's Hosp. GF Strong Aud.
at 9am. Call 875-2307.
Notices
UBC Campus Tours
The School and College Liaison
Office offers 90-minute guided
walking tours of campus most Friday mornings at 9:30am. Interested students must pre-register
at least one week in advance. Call
822-4319.
UBC Botanical Garden Tours
The Nitobe Memorial Garden, Botanical Garden and Shop in the
Garden. 10am-6pm daily to October 4. Tours Wednesdays and Saturdays at 11am (included in admission). Inquiries (gardens) 822-
9666, (shop) 822-4529.
UBC Community Sports
Services
UBC Community Sports Services
offers gymnastics for all ages, adult
ballet and a spring break camp. A
unique experience is provided for
the development of participants of
all ages. Call 822-3688 or e-mail
fairplay@unixg.ubc.ca.
UBC Architecture Gallery
And Studio Opening
Access to Architecture: Intentions
and Product. A survey of the work of
local architects, Busby & Associates.
April 16-May 9. For more information regarding future exhibitions or
membership in Friends of the School
of Architecture visit the Web site:
www.architecture.ubc.caorcall 822-
2779.
First Nations Students
Planning To Graduate In
1998
If you are a First Nations student and plan to graduate in
May '98, you may want to participate in the Longhouse celebrations. Please contact Verena
at 822-8941.
Vegetarian Women
Vegetarian women ages 19-50
required for a study examining
nutrition attitudes and practices.
Involves questionnaire and interview. Will receive a gift certificate for the Bread Garden or
Starbucks. Call Terri 209-3281.
Museum Of Anthropology
Recalling The Past: A Selection Of
Early Chinese Art From the Victor
Shaw Collection; From UnderThe
Delta: Wet-Site Archaeology InThe
Lower Fraser Region Of British
Columbia; Vereinigung: Nuu-
chah-nulth/Gitxsan artist Connie
Sterritt; Cannery Days: A Chapter In The Lives Of The Heiltsuk.
Continue to August 31. Hereditary Chiefs Of Haida Gwaii; Attributed To Edenshaw: Identifying The Hand Of The Artist. From
April 28-Dec. 31. Call 822-5087.
Writing Centre Course
Upcoming courses in Getting
Ahead With Grammar, Report
And Business Writing and Writing 098: Preparation For University Writing And The LPI.
Courses begin April 18 or May 4.
Call 822-9564.
UBC REPORTS
CALENDAR POLICY AND DEADLINES
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
fromtheUBC FubUc Affairs Office, 310-6251 Cecil Green
Park Road, Vancouver B.C., V6T1Z1. Phone: 822-3131.
Fax: 822-2684. An electronic form is available on the UBC
Reports Web page at htrp://www.publicaffairs.ubc.ca.
Please limit to 35 words. Submissions for the Calendar's
Notices section may be limited due to space.
Deadline for the April 30 issue of UBC Reports —
which covers the period May 3 to June 13 — is noon,
April 21. ' UBC Reports April 16, 1998 7
THE UNIVERSITY OF BRITISH COLUMBIA
EQUITY OFFICE ANNUAL REPORT 1997
THE UNIVERSITY OF BRITISH COLUMBIA
April 16, 1998
Dear Colleague:
To meet requirements of the Federal Contractors Program and UBC's Policy on
Discrimination and Harassment, our Equity Office annually summarizes
campus-wide efforts to promote equity and to resolve complaints of discrimination and harassment. I am pleased to provide you with the Equity Office
Annual Report 1997.
Please read this report and discuss it with your colleagues. The Equity Office
welcomes any questions and comments.
Sincerely,
y1 /^^y<^
Martha C. Piper, President
Message from the Associate Vice President, Equity
The Equity Office is pleased to present its Annual Report, which summarizes equity
activities and accomplishments during the 1997 calendar year.
As in past years, the Office continues its activities in two principal areas: promoting
educational and employment equity, and managing complaint resolution in cases of
discrimination and harassment.
During 1997, we expanded our educational efforts, and thereby took further steps
toward integrating equity into the daily routine of all campus units. In addition to the
basic awareness course that we have offered for several years, we introduced a new
skills-based workshop for administrators and a "train-the-trainer" program for
administrators and staff.
As a result of our expanded training program, many more administrators now are
managing complaints of discrimination and harassment on their own, rather than
referring complainants to the Equity Office. Thus, our educational programs are
increasing the number of people on campus who understand and promote equity, and
even more important, who can successfully resolve problems in their individual units
before adversarial lines are drawn and resistance to constructive change hardens.
The ideal goal of the Office would be to change the climate of the University to such
an extent that the Office becomes redundant—an artifact of a bygone era. In reality,
of course, UBC must remain prepared to respond energetically to any cases of
discrimination and harassment that are not successfully resolved at the unit level and
must do so because the Supreme Court assigns every Canadian employer the
responsibility to take effective remedial action against discrimination in the workplace.
In 1997, the Equity Office managed 150 cases of discrimination and harassment,
a decrease in caseload from previous years. None of these 150 cases went through the
formal investigation and decision process under UBC's Policy on Discrimination and
Harassment.
For the excellence of its employment equity program, UBC received a 1997 Vision
Award from the federal government. This award, established by Human Resources
Development Canada, honors creative and innovative approaches taken to implement equity and fairness in the workplace. In addition to UBC, other recipients of
1997 Vision Awards were Carrier Canada, General Motors, and Microsoft.
Finally, I wish to take this opportunity to recognize Margaretha Hoek, who is
retiring after fifteen years of devoted service to UBC. Margaretha's fine work with
harassment complaints is well known in the UBC community.
Should you have questions or comments about UBC's Equity Office, I invite you
to contact us.
ty/M
Sharon E. Kahn, Associate Vice-President, Equity
Education & Training Report
Through its program of education and training, including panel discussions,
customized presentations, and workshops, the Equity Office heightens awareness
and understanding of the University's Policies on Employment Equity, and Discrimination and Harassment.
FIGURE I
Training & Education
by t> pe
January to December 1997
presentations
55%
workshops
& training
sessions
In 1997, the Equity Office delivered 85
presentations, talks, lectures, workshops,
and training sessions (see Figure 1). These
educational sessions were designed for
students, administrators, faculty, staff,
and mixed audiences, including representatives from unions, employee associations, and departmental equity committees (see Figure 2).
Specifically, the Equity Office:
1. Developed and offered a new skills-
based workshop titled "Discrimination
and Harassment Skills Training." Using a
practical, hands-on approach, the workshop focuses on case management and
informal complaint resolution. Over the
year, 34 administrators participated in
this workshop.
FIGURE 2
Training & Education
by audience
January to December 1997
staff
18%,
11%
Collaborated with the Committee for a Culturally Inclusive Campus to plan,
organize, and coordinate a series of events commemorating March 21, which
the United Nations has proclaimed an International Day for the Elimination of Racial
Discrimination. These events included a presentation by the Women of Colour Mentoring
Group, a poetry display, theatre and panel
presentations, as well as information tables
and displays by both on- and off-campus
units, such as the Equity Office, the First
Nations House of Learning, UBC Press, the
Women Students' Office, and the Vancouver
Holocaust Centre. In addition, a booklet was
prepared describing a variety of unit initiatives to promote diversity on campus.
3. Offered a train-the-trainer program on
Discrimination and Harassment Awareness to individuals who assist the Equity
Office in its on-going training initiatives
across campus.
administrators
15%
46%
students
4. Conducted a one-day Working with Diversity workshop for staff and faculty.
5. Delivered a series of customized diversity sessions for UBC Bookstore staff.
6. Through the Centre for Faculty Development and Instructional Services,
offered a course to faculty titled "Helping the Harassed."
7. In partnership with First Nations staff, developed and offered a workshop on
dealing with discrimination and harassment complaints. The workshop was
offered to First Nations student facilitators as part of the Summer Science
program.
8. By special request, developed customized training on topics such as Discrimination and Harassment, the Inclusive Classroom, and Equitable Selection and
Hiring. Units asking for customized training included the UBC Bookstore,
Computer Science, Continuing Studies Intercultural Training Resource Centre. Forest Biology, Political Science, and the Faculties of Commerce and
Medicine.
9. Developed and delivered skills-based training in handling harassment situations to students in the Women of Colour Mentoring program and student
residents in the Faculty of Medicine.
10. Organized a series of professional development sessions on Criminal Harassment attended by UBC staff, students, and faculty.
In other educational initiatives, the Equity Office was active both on- and off-
campus (see Figure 3):
1. The number of consultations provided by Equity Office staff to UBC administrators, employee associations, staff.
FIGURE 3
Other Educational Initiatives
January to December 1997
faculty, and students increased significantly from the previous year—
289 in 1997 from 195 in 1996, a rise
of 48%. These consultations concerned managing and remedying
specific discrimination and harassment concerns, developing internal
hiring and equity-related guidelines,
establishing inclusive classrooms,
and accommodating students with
disabilities. "Consultations" involve
providing information and advice to
those who choose to manage complaints without the Office intervening directly with complainants.
2. The Equity Office played a key role
in the program planning and organization of the 13th Canadian Association
Against Sexual Harassment in Higher Education (CAASHHE) conference. At
this conference, staff delivered two presentations—"Issues of Confidentiality"
and "Criminal Behaviour on Campus: Stalking, Threats and Violence." Staff
also made a presentation at the Western Regional Faculty Association conference.
3. The Equity Office served as a resource to several off-campus organizations and
individuals seeking information and guidance on developing equity materials,
such as policies and brochures.
4. Several off-campus organizations and individuals approached the Equity
Office for assistance in managing issues of discrimination and harassment.
Educational & Employment Equity Report
UBC's Employment Equity Plan
UBC's Policy on Employment Equity (1990) is based on principles of individual
merit and achievement, which means that employment decisions at the University are
based on job performance criteria such as skills, knowledge, and abilities.
In keeping with these principles, the University's 1991 Employment Equity Plan
was designed to make the University a fair and equitable workplace for all its members
in terms of hiring, training, and advancement. The Plan also sought to attract and
retain members of the four groups designated by the Federal Contractors Program as
traditionally under-represented: women. First Nations people, visible minorities, and
persons with disabilities.
In 1997. UBC revised its Employment Equity Plan to reflect the successful completion of several activities, as well as the need to add several new equity initiatives. The
revised 1997 Plan contains 29 activities organized under 4 objectives and also identifies
the University officer responsible for the successful completion of each activity. 8 UBC Reports • April 16, 1998
THE UNIVERSITY OF BRITISH COLUMBIA
REPORT OF THE EQUITY OFFICE 1997
Revised 1997 Employment Equity Plan
Objective A
Review of UBC's employment policies and practices for their potential discriminatory
effect on members of designated groups; design of policies and practices to support
employment opportunities for designated-group members.
1. Require each department that has not yet done so to review its own employment
policies and procedures to ensure consistency with UBC's objectives.
Vice-presidents
2. Continue to discuss or negotiate any proposed employment policy revisions
with employee associations and unions as appropriate.
Associate Vice-president, HumanResources;
Vice-president, Academic & Provost
3. Continue to review qualifications for every position at the time of recruitment
to ensure that they reflect bona fide job requirements.
Vice-presidents
4. Ensure access to written information concerning employment policies and
procedures for those employee groups that do not yet have such information.
Also, ensure that all disabled employees have access to audiotaped information.
Vice-presidents
5. Expand benefits for part-time and short-term employees.
Associate Vice-president, Human Resources
6. Continue to provide information on career paths at UBC to assist employees in
their career choices; provide job and career counselling for employees to assist
them in identifying career opportunities and preparing for promotions.
Associate Vice-president, Human Resources
7. Expand opportunities for reduced-time appointments for employees who take
time out to upgrade their education or work skills; also continue to offer self-
funded leave plans for study, upgrading, or retraining for a career change.
Vice-presidents
8. Expand the practice of job exchange to provide opportunities for employees to
develop new skills and acquire work experience.
Vice-presidents
9. Continue to expand training and development opportunities to inform employees of courses available; develop training opportunities in gender, cross-
cultural and disability awareness for faculty and staff; continue to offer the
Better English Skills Training (BEST) for UBC employees.
Vice-presidents
Objective B
Development of special measures and reasonable accommodations to achieve and
maintain a UBC workforce representative of qualified applicant pools.
1. Continue to review annually the hiring goals for the four designated groups in
each of the federal government's fifteen employment equity occupational
groups.
Associate Vice-president, Equity
2. Continue to fund the Senior Faculty Opportunity Fund, the Equipment
Accommodation Fund for Disabled Employees, and the Equity Enhancement
Fund for units developing special equity initiatives.
Vice-president, Academic & Provost
3. Continue to include a statement of the University's commitment to employment
equity in external advertisements and internal postings.
Vice-presidents
4. Continue training in employment equity practices for front-line personnel who
pre-screen job applicants.
Vice-presidents
5. Where possible, continue to use employment agencies that specialize in
employment services for designated-group members and advertise in publications targeted at designated groups.
Vice-presidents
6. Continue to provide employment options such as part-time work, reduced
workload, job sharing, day care, and paternity leave for faculty and staff with
care-giving responsibilities.
Associate Vice-president, Human Resources;
Vice-presidents
7. Continue to improve campus access for persons with disabilities.
Associate Vice-president, Land and Building Services;
Director, Disability Resource Centre
9. Continue to promote awareness across campus of technical aids and potential
funding sources for workplace modifications, equipment, and other supports
for employees with disabilities.
Associate Vice-president, Equity;
Director, Disability Resource Centre
9.   Expand child-care facilities for UBC employees, where feasible.
Director, Housing and Conferences;
Vice-president, Administration & Finance
Objective C
Establishment of a UBC work environment that supports the successful integration
of designated-group members.
1. Continue to disseminate information about the University's employment equity
program to students, faculty, and staff in newspaper and newsletter articles;
include information on UBC's employment equity program in publicity materials, guides, manuals, and handbooks.
Associate Vice-president, Equity
2. Continue to provide employment equity sessions for employees at all levels:
speak about employment equity to campus groups, interest groups, and
employee associations and unions.
Associate Vice-president, Equity
3. Continue to encourage department heads and directors to communicate UBC's
Employment Equity Policy to new and continuing employees.
Vice-presidents
4. Continue to provide faculty and staff involved in personnel decisions with
training in human rights practice and in gender, cultural, and disability issues.
Associate Vice-president, Human Resources
5. Continue to improve campus safety.
Coordinator, Personal Security;
Vice-presidents
Objective D
Adoption of monitoring and accountability mechanisms to evaluate and adjust
UBC's Employment Equity Program.
1. Maintain the President's Advisory Committee on Equity to advise the President
on the implementation and maintenance of employment equity at UBC.
Associate Vice-president, Equity
2. Continue to provide resources adequate to sustain the educative and monitoring work of the Equity Office.
Vice-president. Academic & Provost
3. Include in annual department plans the identification of opportunities to
increase the number of qualified designated group members; establish budget
processes to reward departments and faculties that have consistently demonstrated equitable personnel practices and outcomes.
Vice-pres idents
4. Continue to distribute the employment equity census to newly hired employees
and to those who are moving into the census pool. To encourage their
participation, contact employment equity census non-respondents and develop presentations and materials targeted to non-respondent groups.
Associate Vice-president, Equity
5. Investigate initiating formal exit interviews to discover why employees voluntarily choose to leave UBC.
Associate Vice-president, Human Resources;
Vice-presidents
6. Continue to prepare reports to President Piper on employment equity activities
including:
• Update on internal workforce data in comparison with external availability pool
data.
• Data on the recruitment, selection, training, promotion, and termination of
designated-group members.
• Results of employment equity initiatives.
• Proposals for adjustments and refinements to UBC's employment equity
program.
Associate Vice-president, Equity
Progress Toward Equity
Achievements in educational and employment equity over the past year are listed
below under the four objectives of the Employment Equity Plan.
Objective A
Review of UBC's employment policies and practicesfor their potential discriminatory
effect on members of designated groups; design of policies and practices to support
employment equity opportunities for designated-group members.
1. The University revised its original 1991 Employment Equity Plan to reflect the
successful completion of several earlier activities and to add several new equity
activities.
2. Since 1992, the University has received $7 million in pay equity funds. Based
on evaluations by joint management-employee committees, these funds were
assigned to undervalued, female-dominated jobs within CUPE Locals 116
(Trades/Technicians/Service Workers) and 2950 (Clerical/Secretarial), management and professional (M&P), and excluded staff positions.
Job evaluations for both CUPE 116 and 2950 have been completed and now
must be approved by the University Administration and union executives.
Talks are ongoing between the Administration and the Association of Administrative and Professional Staff (AAPS) to resolve outstanding concerns and to
meet the goals of gender and internal equity.
3. The University approved several new policies, including the Policy on Threatening Behaviour and the Policy on Formal Investigations. In addition, the Policy
on Advertising of Position Vacancies was revised so that it refers to the Policy
on Employment Equity. Furthermore, the Policy on Post Doctoral Fellows was
revised to provide this group with a maternity-leave plan similar to the plans
of other employee groups.
4. In the context of a proposal for distributing employee benefits to individual
units, the University agreed to centralize funds for faculty maternity benefits
and tuition fee waivers in order to eliminate a potential incentive for individual
units to discriminate in hiring. UBC Reports April 16, 1998 9
THE UNIVERSITY OF BRITISH COLUMBIA
REPORT OF THE EQUITY OFFICE 1997
5. Management and professional staff and the University Administration ratified
an agreement on conditions and terms of employment.
6. More than 300 staff representing 11 employee groups attended the University's
MOST Staff Training Program. In all, 60 courses covered topics such as
Disability Awareness, Working with People with Disabilities, Valuing and
Working with Cultural Diversity, and Discrimination and Harassment Awareness Skills Training for Administrators.
While many MOST courses charged a nominal fee, several were offered to staff
free of charge, including a safety skills workshop and a session designed to
explain the University's staff pension plan.
7. The Better English Skills Training (BEST) program, a 12-week workplace
language training program, was offered twice in 1997 at no cost to more than
25 employees representing four employee groups.
8. The Centre for Faculty Development and Instructional Services' TAG program
offered several courses, including Helping the Harassed, Communication and
Conflict Management, and Equity and Discrimination in Graduate Supervision. In conjunction with the Equity Office, the Centre for Faculty Development
offered a Diversity in the Classroom workshop. In addition, the Centre for
Faculty Development's Mentoring Program produced a document titled Tips for
New Faculty, which includes advice for those who experience harassment.
9. The Registrar's Office produced a multi-faith calendar on the web (www.student-
services.ubc.ca/stsadmin/pub/religion.htm). Prepared in consultation with
representatives of various faiths, the calendar shows the important holidays of
a number of religions.
10.The Campus Advisory Board on Student Development created a guide to
student rights and responsibilities in response to student concerns that the
information appeared in different documents and was difficult to find. The
guide covers academic freedom: discrimination and harassment; and appeals
on academic standing, admissions, and student discipline. The guide is
available on the web: www.student-services.ubc.ca/stsadmin/pub/Rights/
11 .The Equity Office participated in the UBC Forum on Appeals and Complaints,
which informed students about procedures. The forum also invited comments
and suggestions for changes to appeal and complaint procedures.
12. To assist non-traditional students, the Faculty of Graduate Studies adopted
several policy and procedural changes: dropping the 12-hour restriction on
graduate student employment and encouraging alternative formats for the
delivery of courses and programs, such as off-campus teaching, distance
education, the Internet, and course and program sharing between UBC and
other universities. In addition, the Faculty of Graduate Studies clarified its
existing policy on parental leave to ensure that graduate students have
information on making requests for parental leave.
13.To help promote research initiatives in feminist legal theory, the Faculty of Law
established a centre for feminist legal studies.
Objective B
Development of special measures and reasonable accommodations to achieve and
maintain a UBC workforce representative of qualified applicant pools.
1. UBC achieved the following workforce representation of members of the
designated employment equity groups: women 51%, Aboriginal people 1%,
visible minorities 22%, and persons with disabilities 4%.
2. Women continued to constitute one-third of new appointees to tenure-track
faculty positions. UBC's goal is to appoint well-qualified women into 35% of
vacant tenure-track positions.
3. The Senior Faculty Opportunity Fund continued to redress gender imbalances
among senior faculty. The fund enables departments to hire women. First
Nations persons, members of visible minorities, and persons with disabilities
at senior ranks, provided that the candidates possess exceptional qualifications. Furthermore, in order to assist the recruitment of truly outstanding
faculty candidates, funds were allocated to support the placement of spouses
with similarly outstanding qualifications.
4. The Equipment Accommodation Fund was utilized in 1997 by a variety of units
with employees with disabilities requiring special accommodations. Purchases
paid for by this fund included ergonomic furniture, dictating equipment, and
computer enhancements.
5. The Senate approved an Aboriginal Admissions Policy. Both the Senate and
Board of Governors endorsed the goal of enrolling 1,000 First Nations students
by the year 2000 as a step toward educational equity. Moreover, the University
continued to fund many First Nations programs that provide cultural enrichment and community liaison.
6. The Faculty of Commerce and Business Administration hired a First Nations
Coordinator to work with its Executive Programs. Changes to the Faculty of
Medicine undergraduate curriculum were approved, including special attention to Aboriginal health issues and to an examination of alternative and
complementary medicine in their cultural context. As well, the Indigenous
Perspectives in Forestry Education workshop held at UBC resulted in a guide
for incorporating First Nations content into forestry education.
7. The Equity Enhancement Fund was used to assist six additional equity
projects: an English Department conference titled "Diversity, Writing, and
Social Critique: An Interactive Forum": a project to enlarge the pool of female
candidates eligible to enter the Technology Studies Education program: a
review of the MBA curriculum for the integration of human rights and equity
issues: the development of a recruitment video featuring First Nations and
minority librarians and archivists; workshops on inclusive curriculum and
pedagogy for instructors in the Women's Studies Programme: and faculty and
staff training on human rights awareness, diversity, and equity issues.
8. Funding from UBC's Coca-Cola cold beverage agreement was used to make the
campus more accessible to people with disabilities. New ramps, lifts, and other
equipment improved access to classrooms, gardens, a library, and the Frederic
Wood Theatre.
9. The Return to Work Program placed 13 Income Replacement Plan (IRP)
claimants in full-time and part-time positions and offered rehabilitation
assistance to 41 IRP claimants.
10. Enhanced service library cards that entitle users to a variety of special services,
including book retrieval and staff photocopying at the self-service price, were
made available to individuals with mobility or print disabilities. UBC Library
also arranged library tours to accommodate a range of individual disabilities.
11. The University continued its gold sponsorship of the YWCA Women of Distinction awards. As in previous years, UBC women were both nominees and
winners of these awards.
12.The Natural Sciences and Engineering Research Council of Canada and IBM
Canada funded a UBC chair for Women in Science and Engineering.
13. The University enlarged its support for the Man in Motion Chair in Spinal Cord
Research with a contribution to the Collaboration on Repair Discoveries
program. Plans are underway to build the Rick Hansen Institute, which will
provide leadership and support to the disabled through collaborative efforts in
education, research, rehabilitation, health promotion, and leadership training.
The Institute's initial focus is on spinal cord injury and disability.
14.The Equity Office, the First Nations House of Learning, and Student Services
established a Critical Incident Response Team to ensure that the University
responds appropriately to racist acts.
15. International Student Services compiled a list of staff with interpreting skills
in languages other than English. These individuals are to assist students and
staff who encounter crises and who have difficulty expressing their concerns
in English.
16. The University approved the establishment of the Asa and Kashmir Johal Chair
of Indian Research.
Objective C
Establishment of a UBC work environment that supports the successful integration
of designated-group members.
1. The University offered orientation sessions for everyone new to its campus,
including faculty, staff, undergraduate, and graduate students.
2. The University sponsored a national conference, "Academic Freedom and the
Inclusive University," to provide a forum for critical scrutiny and creative
debate about academic freedom and the inclusive university.
3. On March 21, the International Day to Eliminate Racial Discrimination, the
Committee for a Culturally Inclusive Campus sponsored a daylong series of
events to promote anti-racism and multiculturalism. In association with the
Committee and with funding from the Association of Administrative and
Professional Staff (AAPS), the Equity Office produced Profiles for a Culturally
Inclusive Campus, a booklet containing descriptions of departments' efforts to
include cultural issues in an academic context.
4. The Academic Women's Association produced two new publications in its series
on women's university-based research.
5. The Institute of Asian Research and the Centre for Human Settlements
sponsored a policy conference on Asian immigration and racism.
6. The David Lam Chair in Multicultural Education hosted a two-day seminar
titled "Multiculturalism, Nationalism, and Anti-Racism Education: Research
and Current Debates in Canada."
7. The University publicized the first Aboriginal woman to graduate from its
Faculty of Medicine.
8. The First Nations House of Learning, the Women of Colour Mentoring Program,
and International Student Services held a celebration of courage, an event that
honored International Women's Day with storytelling, poetry, and dance
performances.
9. Human Resources and the Equity Office continued to offer "Selection Interviewing: Ensuring Equity," a workshop that has enrolled 317 administrators.
10.The Equity Office continued to participate in programs for minority students,
including the Career Services' mentoring program for students with disabilities
and the Women Students' Office's mentoring network for Women of Colour.
11. The Women Students' Office continued its partnership with the YWCA of
Vancouver to successfully implement the Clothesline Project, an event that
pays tribute to the 14 women murdered in the Montreal massacre and all other
victims of violence.
Objective D
Adoption of monitoring and accountability mechanisms to evaluate and adjust
UBC's employment equity program.
1. Human Resources Development Canada awarded the University its Vision
Award for 1997. This award recognizes special achievement in implementing
an employment equity workplan and maintaining a representative workforce.
Previously, the federal government had awarded UBC Certificates of Merit in
1993 and 1995. (See Appendix 4. "Human Resources Development Canada
1997 Vision Award Citation.")
2. The Board of Governors approved a revision to the Policy on Advertising of
Position Vacancies. All advertisements now include the following statement:
"UBC hires on the basis of merit and is committed to employment equity. We
encourage all qualified persons to apply."
3. The Equity Office continued to administer the employment equity census to
newly hired faculty and staff. The response rate to this census was 78.46% for
7,964 employees.
4. The Equity Office produced its second annual report reviewing the University's
progress toward employment equity and providing an overview of case processing
and resolution of complaints of discrimination and harassment. In addition, this
report describes the Equity Office's educational and training activities. The
Equity Office Annual Report 1996 was published in UBC Reports. 10 UBC Reports - April 16, 1998
THE UNIVERSITY OF BRITISH COLUMBIA
REPORT OF THE EQUITY OFFICE 1997
5. As part of its effort to monitor equity of access for women and men in fields
where they have been under-represented, the University reported the following
representations of students over the past 15 years:
• The proportion of women students in Engineering has increased from 10% to
20%.
• The proportion of women in Forestry has increased from 20% to 30%.
• The proportion of men in Nursing has increased from 1% to 5%.
UBC Workforce Data
UBC classifies its employment positions using the 15 Employment Equity Occupational Groups (EEOGs) established by the Federal Contractors Program to monitor
the Canadian labour force. The 15 EEOGs are listed in Figure 4, with examples of UBC
positions in each category.
Figures 5 through 7 provide an overview of UBC's designated-group employees in
the 15 EEOGs. These figures represent "snapshots" of the University's workforce as
of May 31, 1996, and May 31, 1997.
Figure 5 indicates the representation of male and female employees in all of the
EEOGs in 1996 and 1997. Figure 6 shows the representation of Aboriginal people and
visible minorities, while Figure 7 indicates the representation of persons with
disabilities, both the number of person with disabilities who self-identified in UBC's
employment equity census by the extract date, as well as the number of employees
with disabilities who were on UBC's Income Replacement Plan.
The data for men and women are drawn from UBC's Integrated Information Human
Resource Information System (IHRIS), and thus accurately reflect the gender distribution of UBC's workforce. Data on the other three designated groups—visible
minorities, Aboriginal people, and persons with disabilities—are drawn from UBC's
employment equity census, which relies upon voluntary self-identification. As the
overall response rate for 1997 was 78.46%, the data on these three groups may
misrepresent their actual numbers in the UBC workforce.
FIGURE 4
Employment Equity Occupational Groups (EEOG)
EEOG
1 Senior Managers
2 Middle and Other Managers
3.1 University Teachers
3.2 Professionals Excluding
University Teachers
4 Semi-Professionals and
Technicians
5 Supervisors: Clerical, Sales and
Services
6 Supervisors: Manufacturing,
Processing, Trades and Primary
Industry
Examples of UBC Positions
Associate Vice President, Dean, President, Registrar, University
Librarian, Vice President, Vice Provost
Associate Dean, Chair, Computer Systems Manager, Director,
Financial Manager, Food Service Manager, Head.
Assistant Professor, Associate Professor, Clinical Instructor,
Instructor I and II, Lecturer, Member Extra Sessional Studies,
Processor, Senior Instructor, Sessional Lecturer.
Accountant, Coordinator Student Services, Counsellor, Editor,
Employee Relations Officer, General Librarian, Generic Assistant,
Physician, Programmer/Analyst, Scientific Engineer, Social Science
Researcher.
Bio-Safety Officer, Building Inspector, Coach, Early Childhood
Educator, Engineering Technician, Graphics Supervisor,
Horticulturist, Library Assistant, Medical Artist, Research
AssistancTechnician, Research Scientist.
Accommodation Manager, Accounting Supervisor, Campus Mail
Supervisor, Cleaning Supervisor, Head Service Worker, Section
Head, Senior Resident Attendant, Supervisor (Administration),
Word Processing Coordinator.
Farm Manager, Grounds Supervisor, Head Carpenter, Head
Plumber, Herd Manager, Mechanical Trades Supervisor, Sub-Head
Electrician, Sub-Head Gardener.
7 Administrative and Senior Clerical Administrative Assistant, Administrator, Budget Analyst,
Conference Coordinator, Executive Assistant, Lab Supervisor,
Office Manager, Personnel Assistant, Secretary 1 to 5, Senior
Admissions Officer.
8 Sales and Service, Skill Level B
9 Skilled Crafts and Trades
10 Clerical Workers
11 Sales and Service, Skill Level C
12 Semi-Skilled Manual Workers
13 Sales and Service, Skill Level D
14 Other Manual Workers
Assistant Cook, Commissary Cook, Commissary Baker, First Cook,
Head Cook, Relief Cook, Second Cook.
Bricklayer, Carpenter, Electrician, Locksmith, Maintenance
Engineer I and II, Painter, Plumber, Sheet Metal Worker, Shift
Engineer.
Administrative Clerk, Buyer 1 to 3, Clerk 1 to 3, Clinical Office
Assistant 1 to 3, Computer Operator, Data Entry Clerk, General
Clerk, Mail Clerk, Program Assistant, Store Person.
Bookstore Assistant, Computer Salesperson, Dental Assistant,
Housekeeper, Patrol Person, Sales Attendant, Sales Clerk, Utility
Worker, Waiter/Waitress.
Clerk Driver, Farm Worker 1 to 5, Milker, Nursery and Greenhouse
Gardener, Printing Operator 2 and 3, Spray Painter, Truck Driver.
Food Services Assistant, Gate Keeper, General Worker, Grocetaria
Clerk, Janitor, Caretaker, Building Supplies Service Worker, Kiosk
Attendant, Residence Attendant, Service Worker: Ice Maker.
Labourer 2, Labour 2 (Const, and Hvy), Labourer 3 (Special).
Comparison of the UBC Workforce with the Canadian Labour Force
Figure 8 shows the proportion of the four designated employment equity
groups in UBC's workforce from 1994 to 1997, as well as the proportion of these
groups in the 1991 Canadian Labour Force. (Data from the 1991 Canadian
census remains the most recent information available to date). A comparison of
UBC's workforce with the Canadian Labour Force indicates UBC's progress in
developing a workforce that represents the diversity of potential candidates with
appropriate qualifications.
Figure 8 also shows UBC's figures and those of employers who report to the federal
government under the Employment Equity Act, the 1996 "Workforce Under the Act."
These employers represent federally regulated private-sector organizations and
Crown corporations.
Note that the data provided by Human Resources Development Canada relates to
the number of people in the four designated groups who were actually employed,
rather than those who were qualified for employment. Thus, one can compare people
who were employed at UBC with people employed in the Canadian labour force. The
data do not allow comparison of the UBC workforce with qualified applicant pools,
which may include unemployed people.
UBC compares favorably with other employers under the Employment Equity
Act in all of the four designated groups. In addition, UBC compares favorably with
the overall Canadian labour force in the proportion of visible minorities and
women. However, UBC's proportion of Aboriginal people and persons with
disabilities does not compare as favorably with the proportion found in the
overall labour force.
Employment Equity Hiring Goals
In 1996, UBC set employment equity hiring goals that would assist in building a
workforce representative of the pool of potential candidates with appropriate qualifications. This pool includes women. Aboriginal people, visible minorities, and
persons with disabilities. Over the past year, the University did not meet many of its
1996 hiring goals.
The net difference in the total workforce between 1996 and 1997 is 67 additional
faculty and staff. This small number suggests that during the past year UBC had
limited hiring opportunities. Some units are not replacing employees who leave
because of natural attrition (those who quit or retire). Other units may replace a
designated-group member with another member of the same designated group; thus,
these units would show a net difference of zero. Unfortunately, snapshots of the UBC
workforce on May 31, 1996, and May 31, 1997, enable us only to know the net
difference in number of employees between these two points in time.
Figure 9 shows the 1996 hiring goals, the net difference in the EEOG between May
1996 and May 1997, and the net difference in the number of designated-group
members in the EEOG between these two points in time.
The University made progress in only 3 out of 13 hiring goals: Women in EEOG
Middle and Other Managers; visible minorities in EEOG Sales and Service Level B;
and Aboriginal people in Sales and Service Level C. In the other 10 EEOGs for which
UBC set hiring goals in 1996, the number of designated-group members either
decreased or stayed the same.
In marked contrast to its other hiring goals, UBC continues to meet its goal to hire
women to fill at least 35% of vacant tenure-track faculty positions. Because
academic units must complete a recruitment summary for each hiring recommendation forwarded to the Vice President, Academic and Provost, we know that there
were 62 hiring opportunities for tenure-track faculty positions during the 1996/97
academic year. For the 1996/97 academic year, UBC hired well-qualified women
into 34% of these positions.
Discrimination & Harassment Report
In accordance with the University's Policy on Discrimination and Harassment, the
Equity Office works to promote good equity practices in the day-to-day routines of
academic and administrative units.
"Discrimination" and "harassment" refer to intentional or unintentional behavior
for which there is no reasonable justification. On the basis of characteristics defined
by the 1997 B.C. Human Rights Code, discrimination and harassment adversely
affect specific individuals or groups.
Under this code, UBC must not discriminate against students, faculty, or staff on
13 prohibited grounds, such as religion, place of origin, and sexual orientation.
Recent court decisions also have made clear UBC's obligation to maintain a
discrimination-free work and study environment. This obligation extends through
line management to faculty.
Equity Office procedures for handling discrimination and harassment complaints provide a problem-resolution mechanism that supplements other University
and extra-University mechanisms, such as those offered by employee associations
and unions, the courts, the B.C. Human Rights Commission, and the Office of the
Ombudsman of B.C.
People in various roles seek assistance from the Equity Office—complainants,
respondents, administrators, witnesses, and sometimes off-campus individuals
and/or agencies.
The Equity Office organizes discrimination and harassment complaints under five
headings:
Poisoned Environment
Any conduct or comment that has the effect of creating a hostile, intimidating, or
offensive environment on the basis of personal characteristics that are protected by
the Policy on Discrimination and Harassment—for example, ethnicity, gender, sexual
orientation, disability, or age.
Quid Pro Quo
Coercive sexual conduct involving a reward or threat. UBC Reports April 16, 1998 11
THE UNIVERSITY OF BRITISH COLUMBIA
REPORT OF THE EQUITY OFFICE 1997
FIGURE 5
UBC Workforce: Gender
by EEOG
Female
Male
May
1996
May
1997
May
1996
May
1997
Employment Equity Occupational Group
N
%
N
%
N
%
N
%
Senior Managers
8
27.59
9
31.03
21
72.41
20
68.97
Middle and Other Managers
104
32.20
119
36.28
219
67.80
209
63.72
University Teachers
544
25.93
542
25.52
1554
74.07
1582
74.48
Professionals (Skill Lev A)
555
52.36
562
51.94
505
47.64
520
48.06
Semi-professionals & Technicians (Skill Lev B
741
56.05
730
55.85
581
43.95
577
44.15
Superv-Clerical, Sales & Service (Skill Lev B)
64
62.75
61
61.00
38
37.25
39
39.00
Superv-Manuf, Proc, Trades & Prime Ind (Skill Lev B)
3
9.38
3
9.38
29
90.63
29
90.63
Administrative & Senior Clerical (Skill Lev B)
841
96.22
832
96.63
33
3.78
29
3.37
Sales & Service (Skill Lev B)
11
28.21
9
25.71
28
71.79
26
74.29
Skilled Crafts & Trades (Skill Lev B)
2
1.14
2
1.05
173
98.86
188
98.95
Clerical Workers (Skill Lev C)
592
82.11
584
81.11
129
17.89
136
18.89
Sales & Service (Skill Lev C)
249
62.88
232
62.37
147
37.12
140
37.63
Semi-Skilled Manual Workers (Skill Lev C)
9
10.47
8
8.99
77
89.53
81
91.01
Sales & Service (Skill Lev D)
347
58.12
384
58.45
250
41.88
273
41.55
Other Manual Workers (Skill Lev D)
7
19.44
5
13.16
29
80.56
33
86.84
Total
4077
51.67
4082
51.26
3813
48.33
3882
48.74
Note: Data from tin University's Integrated Humar
Resource Information System (IHRIS) on the extract dates
of May 31, 1996, and May
31,1997.
FIGURE 6
UBC Workforce: Aboriginal People & Visible Minorities by EEOG
Employment Equity Occupational Group
Senior Managers
Middle and Other Managers
University Teachers
Professionals (Skill Lev A)
Semi-professinals & Technicians (Skill Lev B)
Superv-Clerical, Sales & Service (Skill Lev B)
Superv-Manuf, Proc, Trades & Prime Ind (Skill Lev B)
Administrative & Senior Clerical (Skill Lev B)
Sales & Service (Skill Lev B)
Skilled Crafts & Trades (Skill Lev B)
Clerical Workers (Skill Lev C)
Sales & Service (Skill Lev C)
Semi-Skilled Manual Workers (Skill Lev C)
Sales & Service (Skill Lev D)
Other Manual Workers (Skill Lev D)
Total
Note: Data from employees who self-identified on UBC's employment equity census as members of designated groups and who
were active on the extract dates of May 31, 1996, and May 31, 1997.
Aboriginal People
Visible Minorities
May
1996              May 1997
May
1996
May
1997
N
%            N
%
N
%
N
%
0
0.00            0
0.00
2
6.90
2
6.90
4
1.34            3
0.99
20
6.71
20
6.60
19
1.12           20
1.15
184
10.88
190
10.92
9
1.03             8
0.89
187
21.30
199
22.26
11
1.10             9
0.87
308
30.83
329
31.91
4
4.49             4
4.94
24
26.97
20
24.69
0
0.00             0
0.00
0
0.00
0
0.00
12
1.54           11
1.42
181
23.23
184
23.71
2
9.09             1
5.26
7
31.82
9
4737
1
0.99             1
0.97
12
11.88
12
11.65
8
1.36            8
134
158
26.78
168
28.05
3
1.49            4
2.03
73
36.14
76
38.58
1
2.17             1
1.85
6
13.04
6
11.11
10
2.58           10
2.65
129
33.25
129
34.22
0
0.00             1
5.88
2
20.00
2
11.76
84
1.36           81
130
1293
21.01
1346
21.56
FIGURE 7
UBC Workforce: Persons with Disabilities by EEOG
Persons With Disabilities
who self-identified
as of May 31,1996 and 1997
Employment Equity Occupational Group
Senior Managers
Middle and Other Managers
University Teachers
Professionals (Skill Lev A)
Semi-professinals & Technicians (Skill Lev B)
Superv-Clerical, Sales & Service (Skill Lev B)
Superv-Manuf, Proc, Trades & Prime Ind (Skill Lev B)
Administrative & Senior Clerical (Skill Lev B)
Sales & Service (Skill Lev B)
Skilled Crafts & Trades (Skill Lev B)
Clerical Workers (Skill Lev C)
Sales & Service (Skill Lev C)
Semi-Skilled Manual Workers (Skill Lev C)
Sales & Service (Skill Lev D)
Other Manual Workers (Skill Lev D)
Total
Persons With Disabilities
including employees on *IRP
as of May 31, 1996 and 1997
May
1996
May
1997
May
1996
May
1997
N
%
N
%
N
%
N
%
2
6.90
1
3.45
2
6.90
1
3.45
12
4.04
11
3.68
14
4.70
15
4.95
40
2.38
39
2.25
56
3.30
51
2.93
15
1.72
11
1.24
22
2.51
18
2.01
28
2.83
28
2.75
46
4.57
49
4.72
5
5.95
5
6.49
11
12.22
11
13.25
0
0.00
0
0.00
0
0.00
0
0.00
19
2.52
16
2.13
48
6.14
43
5.53
0
0.00
0
0.00
1
4.35
1
5.00
3
3.09
3
3.00
9
8.74
9
8.49
13
2.26
16
2.73
31
5.24
32
532
4
2.02
3
1.54
9
4.43
5
2.54
2
4.65
2
3.92
5
10.87
5
9.26
8
2.17
8
2.24
41
10.22
40
10.28
0
0.00
1
5.88
2
16.67
2
11.11
151
2.50
144
2.35
297
4.80
282
4.49
*IRP: Income Replacement Plan
Note: Date from employees with disabilities who self-identified on UBC's employment equity census and employees who were on the
University's Income Replacement Plan on the extract dates of May 31,1996, and May 31, 1997.
Assault
Unwelcome physical contact, including fondling, touching, and the use of
force.
Other Forms of Discrimination
Conduct that compromises the access, opportunity, or evaluation of an
individual on the basis of personal characteristics that are unrelated to performance and protected by the Policy.
Allegations Not Covered by the
Policy
This category embraces problematic
behavior that does not fall under the
Policy because it is not one of the official
human rights grounds, involves a respondent or context that is not under
UBC's jurisdiction, falls outside the one-
year time limit for reporting complaints,
or is covered under other University procedures.
Complaints Received in 1997
Complaints accepted by the Equity
Office in 1997 were resolved by complainants themselves, through intervention by
Equity Advisors or administrative heads,
or by a collaborative process involving
Equity Advisors, administrative heads,
complainants, and respondents.
Many complainants who visited the
Equity Office did so for only one or two
sessions and did not request an Equity
Office intervention. Some reported being
too fearful of potential repercussions to
confront respondents or to inform administrative heads. Others sought information and advice on how they might
address problems themselves.
No case went to a formal investigation
during 1997. One case that had been
formally investigated during the previous
year was resolved in 1997. In this case, a
faculty member had brought charges of
sexual harassment against a staff member. Following a formal investigation and
panel recommendation, the administrative head imposed discipline on the staff
member. Subsequently, the union filed a
grievance on behalf of the staff member
appealing the discipline decision through
the collective agreement. Under the auspices of the mediator assigned to arbitrate the grievance appeal, a confidential
settlement was achieved.
Figure 10: in 1997, the Equity Office
handled 150 cases of alleged discrimination and harassment, down from 220
cases in 1996.
Over the past three years, the proportion of cases that fall under the Policy (as
opposed to cases that the Policy does not
cover) has dropped from 72% in 1995, to
58% in 1996, to 53% in 1997. Sexual
harassment and gender discrimination
remained the leading cause of those cases
that fall under the Policy and thus involve
issues of human rights, comprising 58%
of cases covered by the Policy. The next
human rights item—ethnicity—comprised 25% of the cases covered by the
Policy.
Figure 10 also shows cases not covered by the Policy. Since 1995, there was
a rise in these cases, from 28% to 47% of
the total Equity Office caseload. Of the 71
cases in 1997 not officially covered by the
Policy, personal harassment is the leading complaint at 45%. This compared
with the next item not under the Policy—
behavior covered under other University
procedures at 37%.
Figure 11 shows who initially contacted the Equity Office in the years 1995
to 1997. Contacts by complainants rose
from 65% to 81%. Contacts by administrators, which had risen from 1995 to
1996, fell in 1997.
Figure 12 describes the contexts of
the events, which gave rise to complaints
over the three-year period. One-half of 12 UBC Reports • April 16, 1998
THE UNIVERSITY OF BRITISH COLUMBIA
REPORT OF THE EQUITY OFFICE 1997
the complaints brought to the attention
of the Equity Office during 1997 occurred in academic contexts; one-third
of the complaints were in employment
contexts.
Designated Group
Women
Aboriginal People
Visible Minorities
Persons with Disabilities
Figure 13 provides a gender breakdown of discrimination and harassment
complaints. As in previous years, females
were much more likely to be complainants, and males were much more likely to
be respondents. Most complainants knew
the person they alleged had discriminated against them.
Figure 14 indicates that students continued to make up the largest group of
complainants. Management and professional staff continued to make up the
smallest number of complainants and
respondents. Faculty made up the largest number of respondents.
Figure 15 categorizes complaints using the Equity Office's four categories
under the Policy on Discrimination and
Harassment. One-third of the complaints were about insults, slurs, and unacceptable jokes. Reports of assaults of all kinds have decreased since 1995, while concerns
that academic and employment decisions may be biased have risen.
Examples of Allegations
During 1997, 53% of the allegations brought forward fell within the mandate of the
Policy. The following are examples.
Poisoned Environment: Insults, Slurs, Unacceptable Jokes
• A student reported that his advisor swore and made discriminatory remarks when
asked to excuse the student on medical grounds.
• An administrator sought the Equity Office's assistance in dealing with staff who
made racist remarks.
• A male staff member reported that a female supervisor continually made derogatory remarks about men.
• A student of colour complained that a peer had made hurtful comments about her
ethnic origin.
• A faculty member reported that a former faculty member was offending users of
a campus facility with off-color humor and dirty jokes.
Poisoned Environment: Following, Staring, Stalking
• A female student was unable to discourage pursuit by a male classmate.
• A head of unit was concerned about hovering, following, and aggressive behavior
on the part of a graduate student toward his female peers.
• A first year student was followed around campus by an unknown male.
• Agraduate student was stalked on campus by a staff member she had dated briefly
some time before.
Poisoned Environment: Unwelcome
Verbal/Written Advances
• A student alleged that his male professor had sexually propositioned him.
• A faculty member was concerned when
a former male student repeatedly
called out to him on campus and
phoned him to suggest that they
should socialize.
• A female student reported that a male
student harassed her with angry
phone calls because she had not returned his affection.
• A graduate student complained that
her professor's inappropriate attentions and invitations made it difficult
for her to concentrate in class.
FIGURE 8
Representation of Members of Designated Groups
in the Canadian Labour Force
Workforce
Canadian
UBC
UBC
UBC
UBC
Under the Act
Labour Force
1994
1995
1996
1997
(1996)
(1991)
%
%
%
%
%
%
51.00
51.34
51.69
51.26
44.83
45.90
1.35
1.42
1.36
1.30
1.22
3.0
20.63
20.32
21.01
21.56
9.23
9.10
4.94
5.04
4.81
4.49
2.67
6.50
Note: Workforce under the Act covers federally-regulated private sector employers and crown corporations
FIGURE 9
Progress Toward 1996 UBC Hiring Goals
Net Difference in
Employment Equity Occupational Group
[Net difference in employees 1996-1997]
Designated-Group
Members
Hiring Goal                        1996-1997
2      Middle & Other Managers (5)
25 women
15
3.1   University Teachers (26)
75 women
-2
3.2   Professionals (22)
8 Aboriginal people
12 persons with disabilities
-1
-4
4      Semi-Professionals & Technicians (-15)
90 women
-11
6      Supervisors-Manuf, Proc., Trades
11 Aboriginal people
-2
& Primary Ind. (0)
4 visible minorities
0
8      Sales & Service (Skill Level B) (-4)
6 visible minorities
.2,
9      Skilled Crafts & Trades (15)
6 women
-8
10    Clerical Workers (-1)
8 Aboriginal people
0
11    Sales & Service (Skill Level C) (-24)
6 Aboriginal people
1
12    Semi-Skilled Manual Workers (3)
8 women
-1
10 visible minorities
0
FIGURE 10
Cases Covered by
UBC
s Policy
Cases Not Covered
by UBC
s Policy
1995
1997
1995
1997
n= 147/205
n=79/150
n = 58/205
n=71/150
Age
Disability
Ethnicity (ancestry/colour/race)
Family Status
3
8
32
0
2%
5%
22%
0%
0
5
20
0
0%
6%
25%
0%
Personal Harassment
Behavior covered under other
UBC policy or procedure
19          33%
19          33%
32          45%
26          37%
Marital Status
Political Belief
0
5
0%
3%
0
1
0%
1%
Event outside one-year time limit
2             4%
2            3%
Religious Belief
Sexual/Gender
Sexual Orientation
Unrelated Criminal Offense
0
88
10
1
0%
60%
7%
1%
2
46
5
0
3%
58%
6%
0%
Respondent and/or context not
under UBC jurisdiction
18           31%
11           15%
FIGURE 11
New Discrimination & Harassment Case Contacts
January to December 1997
81%
individual
complainan
contactii
office direi.1
1 % individuals
questioning
their own behavior
0/
'0
witnesses to
behaviour or
concerned 3rd
parlies
12%
administrators
acting as
'3rd pari\
FIGURE 12
Context of Disaimination & HarassmentCases
January to December 1997
athletic 1% O0/
52%1
academic
residential
0%
social
emplox ment
35% UBC Reports April 16, 1998 13
THE UNIVERSITY OF BRITISH COLUMBIA
REPORT OF THE EQUITY OFFICE 1997
FIGURE 13
Sex of Complainants and Respondents
U)97
1995
female complainant
female respondent
female complainant
male respondent
male complainant
male respondent
male complainant
female respondent
female complainant
unknown respondent
male complainant        m
unknown re sport dent   ■*
unknown complainant
male respondent I
unknown complainant
female respondent
0%  10%  20%  30% 40%  50%  60%
• A faculty member reported that someone had used a class e-mail list to
send an explicit sexual message to the
professor and his students.
Poisoned Environment: Verbal/
Written Threats
• A student received an anonymous e-
mail threatening that if she did not
meet the sender at a designated spot,
she would come to harm.
• A female student reported that a male
peer shouted insults at her and threatened to harm her.
• A female graduate student received
an unsigned note that contained a
threat.
• A female student complained that
when she did not return the affections
of a male student, he sent angry messages to her and her family by e-mail,
telephone, and fax.
Poisoned Environment: Offensive
Visual Material
• A student complained about sexist
graffiti on the desk of a tutorial lab.
• Library staff sought assistance after
receiving student complaints about
explicit Playboy posters hung in a
study carrel.
• An employee complained about an
offensive license plate holder on a
staff person's car.
Quid Pro Quo: Coercive Sex/
Romance
• A female student reported that a fellow resident was trying to manipulate her into
a romantic relationship.
• A faculty advisor was concerned that another faculty member was sexually
coercing a student.
Quid Pro Quo: Retaliation for a Complaintt
• A female staff member was concerned about job security because her boss had
started criticizing her work performance after she complained about his racist
remarks.
• A female student complained of sexual advances by a female faculty member who
threatened to retaliate when the student spurned the advances.
Assault: Unwelcome Touching, Fondling
• A student complained of excessive closeness and inappropriate touching by a
faculty member when he showed her how to use a piece of lab equipment.
• A graduate student reported that a male peer had fondled her during a field trip.
• A faculty member felt uncomfortable with a colleague's personal approaches,
including touches and hugs.
• A student complained that a male peer went out of his way to touch her and made
negative comments about her body.
FIGURE 14
Position of Complainants
relative to Respondents
1995
1997
Complainant position
Respondent position
STUDENT
student
22%
19%
all staff groups
8%
6%
faculty
28%
24%
other/off campus
0%
9%
SUPPORT STAFF
support staff
10%
5%
student
2%
0%
management & professional
7%
4%
faculty
4%
4%
other/off campus
0%
1%
FACULTY
faculty
10%
10%
student
4%
3%
all staff groups
1%
0%
other/off campus
0%
2%
MANAGEMENT & PROFESSIONAL
management & professional
2%
1%
support staff
2%
2%
faculty
2%
1%
students
0%
0%
other/off campus
0%
1%
OTHER CAMPUS
13%
7%
FIGURE IS
Behaviorial Description of Complaints
IW7
Poisoned Environment
nisults/slurs/unaeceptable jokes
rollowing/staring/sialking
unwelcome verbal/written advances
verbal/written threats
offensive visual material
Quid Pro Quo
coercive romance im
coercive sex %mm
retaliation m
Assault
unwelcome Touching/fondling fill „
physical threat or force I,.*
sexual threat ur force IP
Other forms of Discrimination
biased academic/employment decisions
exclusion or denial of access
systemic
10%
20% 30% 40%
Assault: Physical/Sexual Threat or Force
• A female student related that a male student grabbed her after she refused to date
him.
• A female student complained that while she was studying in the library, a male
sat next to her and masturbated.
• A parent reported that a group of men had physically attacked a female student
on campus.
Other Forms of Discrimination: Biased Academic/Employment Decisions
• A student complained that her teaching assistant was marking her unfairly
because of the student's First Nations background.
• An employee reported that his unit manager had ordered all staff to speak only
English at work.
• A department member was concerned that her head of unit did not deal with
incidents of ageism and sexism in the unit—and in fact contributed to them.
• A staff member from a minority culture complained that her work experience in
another country was not properly considered in evaluating her credentials for
employment.
• A graduate student claimed that his department did not make allowances for his
adjustment as an international student when assessing the amount of time he
would need to complete his program.
Other Forms of Discrimination: Exclusion or Denial of Access
• A female applicant to a professional program was shocked and intimidated by
an interviewer's racist comment, and alleged his intention was to discourage
her.
• A student complained that other students had unfairly excluded him from a class
project because of his physical limitations.
• An applicant to a professional program claimed that the interviewer asked
inappropriate questions about his religion.
• A faculty applicant complained about gender discrimination regarding the filling
of a tenure-track position.
• A student alleged that she failed a crucial part of her program because her
disabilities were not taken into consideration.
Other Forms of Discrimination: Systemic
• A graduate student claimed that University rules discriminated against her
because she was a single parent.
• A staff member complained that UBC did not allow a same-sex partner to be
named as beneficiary in the University pension plan.
Among the allegations received by the Equity Office in 1997, 47% fell outside the
parameters of UBC's Policy on Discrimination and Harassment. The following are
examples.
Allegations Not Covered by the Policy: Personal Harassment
• A faculty member said he hesitated to deal with personal harassment by his
department head for fear of losing a tenure recommendation.
• Ajunior faculty member alleged that a senior colleague was behaving in a rude and
unprofessional manner.
• A staff person complained that her supervisor's excessive criticisms and confrontational manner had caused her severe emotional stress.
• A staff member stated that abusive behavior by her supervisor drove her to leave
her job. 14 UBC Reports ■ April 16, 1998
THE UNIVERSITY OF BRITISH COLUMBIA
REPORT OF THE EQUITY OFFICE 1997
Allegations Not Covered by the Policy: Other UBC Process
• Faculty members alleged that a dean did not allow adequate due process and
consultation when making a major decision about their unit.
• A staff member complained that his administrative head of unit would not permit
him to participate in an early retirement program.
• A graduate student felt unfairly treated by a faculty member who was making
public statements about the student's performance.
• A student sought the Equity Office's assistance in appealing a grade.
Allegations Not Covered by the Policy: Over Time Limit
• A graduate student alleged that during his undergraduate program ten years
before, his male professor had sexually propositioned him.
• A former staff member who was no longer a member of the UBC community
complained that five years before, her supervisor had harassed her when she was
employed on campus.
Allegations Not Covered by the Policy: Non-UBC
• A woman working on campus in a non-UBC facility reported severe personal
harassment from her supervisor.
• Two students sought help dealing with an off-campus employer who was sexually
harassing them.
• A female student was threatened and racially harassed off campus by a male.
• A female minority worker was concerned about the hiring and training patterns
at a campus facility not under the UBC Policy.
Records Management
There are three reasons the Equity Office maintains records on allegations of
discrimination and harassment, and on its efforts to assist complainants, respondents, and administrative heads.
1. Detailed written records are a necessity because cases brought to the Equity Office
are numerous and complex.
2. The Equity Office maintains records in order to defend its actions before extra-
University agencies, such as the B.C. Human Rights Commission and the B.C.
Ombudsman's Office.
3. The Office relies on its files to compile annual reports that summarize cases and
offer statistics on types and outcomes of complaints. These figures also help the
Equity Office to identify patterns—for example, of complaints and outcomes, or
general profiles of complainants and respondents.
Records of Equity Office information, advice, and referral must conform to freedom
of information and privacy legislation. Thus, they are strictly confidential and are
used only for the purposes for which they were compiled; that is, to resolve complaints
of discrimination and harassment. The B. C. Commissioner of Freedom of Information and Protection of Privacy supports the need for public institutions to keep records
confidential so that complainants feel secure about coming forward.
Equity Office files contain two types of confidential records—records of formal and
informal efforts to resolve complaints. Records of complaints that result in formal
investigation and decision under UBC's Policy on Discrimination and Harassment are
maintained indefinitely. In formal cases, the Equity Office informs a respondent in
writing of the name of the complainant and the specific details of the alleged offense.
There have been three formal cases in the last three years.
The majority of complaints do not proceed to formal investigation, and thus, are
referred to as informal complaints. In these cases, the Equity Office employs an
educational, problem-solving model to assist complainants, respondents, and administrators. Informal complaints are handled with a primary concern for prevention
and remediation of discrimination and harassment, rather than discipline. Five years
after the complainant's first contact with the Equity Office, files of informal cases are
destroyed.
Case Management
The following examples illustrate the role of Equity Advisors in the complaint
process. These examples have been altered to ensure anonymity.
Case Study #1
This example illustrates how an Equity Advisor worked with a number of campus
units to resolve a complaint about racial slurs.
The director of a sports program contacted the Equity Office for advice on handling
a letter from First Nations House of Learning staff, who complained that some team
names were disrespectful to First Nations people. He added that other First Nations
students and staff members had written to the President's Office to express their
dismay.
The Equity Advisor and the director reviewed the names, agreed that some
appeared to violate the University's Policy on Discrimination and Harassment, and
discussed what remedial and preventive initiatives the director might take.
His first step was to write to the First Nations staff, apologizing on behalf of
everyone in the sports program. With the assistance of the Equity Advisor, he next
developed a set of guidelines for naming teams and arranged for these to be included
in yearly training program materials.
Then, in consultation with various concerned groups, he established an evaluation
sub-committee drawn from the Women Students' Office, the Alma Mater Society, the
Graduate Student Society, and the Native Indian Student Union. The Equity Advisor
agreed to be available for this group to assist in assessing student choices.
Finally, he called a meeting of the sub-committee, a student representative from
the Native Indian Student Union, and staff and students from the sports program to
review the procedures and discuss choosing new names for the teams.
The director will continue to monitor the procedures to ensure students select
appropriate, acceptable team names.
Case Study #2
In this case, where a personal relationship escalated into a stalking problem, the
Equity Office intervened with the complainant, the respondent, and two on-campus
units.
A distraught female student came to the Equity Office, explaining that she was
being harassed by her former boyfriend, also a UBC student.
A few months before, she had told the boyfriend she wanted to end their
relationship. He argued and protested that he loved her, saying she was the only
person who gave his life meaning. She stood firm and told him she would not change
her mind. At this, he became extremely angry and stormed out of the room. She
assumed the relationship was over.
A few days later, she began receiving a steady stream of e-mail, letters, and phone
calls from him, accusing her of ruining his health and well-being. He started hanging
around outside her classes and following her around campus. He also sent her
messages through mutual friends and distributed copies of the e-mail messages he
had sent her.
His behavior soon took an emotional toll on the student, who stopped answering
the phone, was reluctant to check her e-mail, and stayed away from her friends
because she was embarrassed by the e-mail messages. At the same time, she became
terrified of being alone for fear he might accost her. She stopped attending evening
classes unless she could find someone to accompany her. In tears, she told the Equity
Advisor she felt emotionally and physically threatened.
The Equity Advisor immediately set up a meeting with the ex-boyfriend and
explained that his behavior constituted harassment because it was unwanted,
unwelcome, and threatening. She also reviewed University Computing Services (UCS)
guidelines on appropriate use of electronic technology and alerted him that she would
be contacting UCS.
After the meeting, the Advisor asked the female student to keep a detailed log of
any further harassment from the ex-boyfriend and made arrangements with UBC
Parking and Transportation for her to park next to any building where she attended
late evening classes. The Advisor also explained the situation to staff at University
Computing Services, who decided to cancel the boyfriend's campus e-mail account.
The student later reported that the boyfriend had ceased his harassing behavior.
Case Study #3
This was a situation where a complainant, with initial guidance and assistance from
an Equity Advisor, resolved a stalking problem on her own.
A female first-year student contacted the Equity Office about a male student who
was following her around campus. She had no idea who he was, but remembered
having stood beside him in a line-up at the beginning of term. He had started asking
her personal questions that made her very uncomfortable, so she had ignored him
and then dismissed the incident from her mind.
Several weeks later when she was eating in the cafeteria, she noticed this same
male staring at her intently from an adjacent table. He followed her across campus
to her first class after lunch and was lurking outside the door when class ended. The
next day, he sat behind her at one of her lectures, even though he was not registered
in the class. The student, who commuted to and from campus by bus, grew
particularly concerned when he started following her on board.
This pattern continued for about a month. Finally, the student approached an
Equity Office Advisor, who explained it was difficult to act until they knew the
student's name. The Advisor suggested that the student contact the RCMP, and in the
meantime, the Advisor would talk with campus units, departments, and faculty
members to find out who the male student was.
The RCMP agreed that it was vital to discover the student's identity, so they
assigned a plain-clothes officer to pose as a student in an attempt to discover the
stalker's name.
While these efforts were underway, the student saw the stalker one morning in the
library. She confronted him, demanded to know his name, and informed him that the
RCMP was looking for him. She then informed him that if he immediately stopped
following her, she would not continue to press the complaint against him—but if he
persisted, he could face criminal charges.
Several months later, the student reported back to the Advisor that she had not
seen the male student again.
Case Study #4
This case study illustrates how an Equity Advisor and administrative head worked
together to resolve a complaint about unwelcome advances.
A faculty member asked the Equity Office for guidance in dealing with the
unwanted attentions of a female student.
The faculty member explained that he was receiving a barrage of phone calls and
faxes from a female graduate student he had known before joining the University. On
several occasions he had told the student that he did not wish to pursue a relationship
with her, but the student had persisted. The faculty member was now worried she
would make a nuisance of herself in class and embarrass him. He wanted her behavior
to stop and asked for the Equity Advisor to intervene.
The Advisor arranged to meet with the student, who protested that her behavior
in no way constituted harassment — sexual or otherwise. She claimed she was merely
helping the faculty member by faxing book titles he might be interested in, or notices
of events he might wish to attend. The Advisor explained to the student that her
behavior was unwanted and must cease.
The student agreed, but a few months later, the pattern of unwelcome behavior
started again. This time, the Advisor and the administrative head of the student's
department met with her and outlined the adverse impact of her behavior on the
faculty member. The administrative head asked the student to sign a written
agreement stating that she would stop all contact with the faculty member. The
administrative head told the student that failure to comply with the agreement could
result in discipline.
The student expressed remorse and assured the administrative head and Advisor
that she would leave the faculty member alone. UBC Reports April 16, 1998 15
THE UNIVERSITY OF BRITISH COLUMBIA
REPORT OF THE EQUITY OFFICE 1997
Case Study #5
In this case, an Equity Advisor worked with another campus department to resolve
a problem with graffiti.
A student came to the Equity Office to complain that someone had scrawled racist
slogans on the desks in a study lab. She had copied down the phrases, and the Advisor
agreed they were racist and offensive.
The Advisor alerted staff of the Custodial Services Division of Plant Operations,
who immediately dispatched someone to clean the desks. She then called the
department head and explained the situation. He was relieved that the slogans were
being removed, and asked for advice on what he could do to prevent this type of
behavior in future. It was agreed that at the beginning of each semester, students'
orientation packages would include a notice that any type of harassing behavior is
unacceptable on campus. The Advisor also assisted the department head in creating
signs to post in the study labs reminding students that graffiti is not tolerated.
Case Study #6
This was a situation where an Equity Advisor intervened with a complainant and
respondent, and worked with an academic department to help prevent the possibility
of biased admission decisions.
An Equity Advisor received a visit from a student who was anxious and confused
about the following situation.
He related that he was applying for graduate school and had gone to his application
interview feeling confident and well prepared. As the interview was getting underway,
the interviewer asked some personal questions about the student's family and
cultural background. This made the student feel slightly ill-at-ease, but he answered
as best he could, and the interview proceeded. Then, as the session drew to a close,
the interviewer once again shifted to personal questions, this time about the
student's religious beliefs. The interviewer commented that in his experience, people
who lacked religious convictions were selfish and materialistic, and asked if the
student agreed.
The student felt extremely uncomfortable about these queries and comments. As
it happened, he didn't concur with the interviewer's opinions, but hesitated to say
so because he feared it could adversely affect the interview results. So he made noncommittal replies, and the session ended.
When explaining the situation to the Advisor, the student said he was extremely
concerned that his answers to the questions on religion would result in a low
evaluation. The Equity Advisor asked the student to provide written details about
the incident, and then approached the faculty member who had conducted the
interview to ascertain his impressions of what had happened.
The interviewer acknowledged he had asked the questions but explained that his
intention was to put the student at ease. The Advisor described the student's
negative reaction and made some suggestions on more appropriate topics that the
interviewer could introduce to establish rapport. She also pointed out that asking
about a person's religion or other personal matters at an academic or employment
interview could lead to an accusation of bias and put the interviewer at risk of legal
action.
The Advisor met again with the student and assured him his comments about
religion would in no way influence the decision about his admission to graduate
school. Finally, she met with the head of the department in question and arranged
to present a workshop for faculty on the legal implications of interviewing.
Appendices
Appendix 1
President's Advisory Committee on Equity
Martin Adamson
Faculty Association
Joost Blom
Law
Carol-Ann Courneya
Physiology
Andrew Dlugan
Graduate Student Society
Frank Eastham
Human Resources
Robert Frampton
Housing & Conferences
Carol Gibson
AAPS*
David Green
Economics
Michael Iagallo
Pathology
Gene Joseph
First Nations House of Learning
Sharon E. Kahn
Equity Office
Patrick Lum
Alma Mater Society
Janet Mee
Disability Resource Centre
Sidney Mindess
Office of the Vice President Academic
Robert Nugent
IUOE*
Dennis Pavlich (Chair)
Office of the Vice President Academic
Margaret Sarkissian
Equity Office
Frank Wang
International Student Services
Appendix 2
President's Advisory Committee on Discrimination & Harassment
Lisa Castle
Human Resources
Anurit Cheema
Alma Mater Society
Andrew Dlugan
Graduate Student Society
Ethel Gardner
First Nations House of Learning
Jim Gaskell
Curriculum Studies
Derek Gregory
Faculty Association
Margaretha Hoek
Equity Office
Sharon E. Kahn
Equity Office
Fiona Kay
Anthropology & Sociology
Robert Nugent
IUOE*
Thevi Pather
International Student Services
Moura Quayle
Agricultural Science
Michael Shepard
AAPS*
Richard Spencer (Chair)
Student Services
AAPS = Association of Administrative & Professional Staff; IUOE :
Operating Engineers
International Union of
Appendix 3
Equity Office Staff Profiles
Associate Vice President, Equity
Sharon E. Kahn. Ph.D., has been a professor of Counselling Psychology in UBC's
Faculty of Education since 1975. Through her teaching, research, and publications,
Dr. Kahn addresses the interests of scholars and practitioners in counselling theory
and practice, gender-fair issues, women's career development, and employment-
related concerns. In 1989, as UBC's first Director of Employment Equity, Dr. Kahn
inaugurated an on-going program based on policy and data analysis. In 1994, she was
appointed Associate Vice President, Equity, to direct the University's initiatives in
employment and educational equity, and prevention of discrimination and harassment.
Equity Advisors
Maura Da Cruz, M.A., is a part-time Equity Advisor who works with students,
faculty, and staff to promote and co-ordinate Equity Office training and educational
programs. Ms. Da Cruz conducts awareness and skills building workshops on UBC's
Policy on Discrimination and Harassment, and manages complaints under the
Policy's informal resolution process. Ms. Da Cruz also works as Training Administrator in the Department of Human Resources. In this capacity, she works with the
University community, program committees, and consultants to plan, develop,
implement, and evaluate training programs for staff.
Margaretha Hoek, M.A., has worked in the educational system as a professional
counsellor, teacher, and trainer since 1969. Through her institutional and consulting
positions, she has developed innovative programs in career development, women's
issues, and professional skills training. She has advocated for change within
institutions, in communities, and on an individual level. In 1989, she opened the UBC
Sexual Harassment Office and oversaw the creation of its procedural and educational
structures. She is now with the Equity Office, where she facilitates informal
resolutions to complaints, provides informational and skills training, and offers
consultation to administrators and others dealing with complaints of discrimination
and harassment.
Margaret Sarkissian, M.A., is a UBC alumnus with a degree in Counselling
Psychology. She was a counsellor and administrator on campus for many years before
joining the Equity Office as a full-time Equity Advisor. Her present responsibilities
include developing and implementing strategies and educational programs that
support the University's Employment Equity Policy. In addition, she assists in the
implementation of the University's Policy on Discrimination and Harassment by
facilitating educational workshops and managing complaints of discrimination and
harassment.
Administrative Secretaries
Joan Maureen McBain has a background in administration and public service
primarily in the fields of health and education in the not-for-profit sector. While
residing in Toronto, she served as a program director and counsellor in a pioneering
treatment facility for women with addictions. Joan joined UBC as Administrative
Secretary in 1996 and began with the Equity Office in January, 1997. As Administrative Secretary, her responsibilities include reception duties and secretarial assistance to the Equity Advisors.
Poh Peng Wong has extensive experience in office and organizational systems. She
has a background in commerce from the London Chamber of Commerce and
Industry. Ms. Wong has been with UBC since May, 1989. Presently, she is responsible
for office administration and provides secretarial assistance to the Associate Vice
President, Equity.
Appendix 4
Human Resources Development Canada 1997 Vision Award Citation
The University of British Columbia is one of Canada's leading universities and one
of the world's most highly respected institutions of advanced learning and research.
Employing over 15,000 people, UBC holds individual achievement and merit as
fundamental considerations in recruitment and retention of their faculty and staff.
The success of the university's employment equity program is founded on
providing a fair and equitable workplace and offering all individuals full opportunity
to develop their potential. Counselling services, religious accommodation, a harassment-free work environment, and a family leave program are only some of the features
of the organization's work environment. In 1996, UBC not only achieved workforce
representation of members of the designated employment equity groups but also
established a new Equity Enhancement Fund designed to support departments in
achieving employment/educational equity goals. In addition, UBC works to ensure
the adoption of monitoring and accountability mechanisms to evaluate and adjust
employment equity programs.
With numerous changes to employment equity policies and senior level commitment to all initiatives, the University of British Columbia continues its efforts to
identify and eliminate discriminatory barriers that interfere with employment opportunities in all jobs and at all levels. 16 UBC Reports ■ April 16, 1998
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The University of British Columbia inVancouver, B.C. is one of the largest
universities in Canada and oldest in the province. Incorporated by the
provincial government in 1908, UBC admitted its first students in 1915
and moved to its present Point Grey location in 1925. UBC is a global
centre of research and learning with state-of-the-art facilities, offering a
wide range of professional programs.
Teaching and Research
• UBC ranked first by reputation among Canadian medical/
doctoral universities in Maclean's national rankings for 1997
• Two years after graduation. 9--.5 per cent of UBC graduates
surveyed felt strongly that they ,;..-.•  - :>ned a great deal in their
course of study
• Teaching and research are conducted in 12 faculties and :>.ll
disciplines at UBC
• Faculties are Agricultural Sciences, Applied Science, Arts,
Commerce and Business Administration, Dentistry, Education,
Forestry, Graduate Studies, Law, Medicine, Pharmaceutical
Sciences, Science
• Credit classes are held year-round, days and evenings
• More than 700 non-credit, non-degree courses are offered each
year by Continuing Studies
• The First Nations House of Learning facilitates the participation
of First Nations peoples and works to expand study and
research programs that benefit First Nations peoples
• UBC faculty members receive upwards of $ I 34 million annually
in research funding from government, industry and foundations.
Faculty conduct more than 4,000 research projects annually
• UBC researchers are members of all 14 networks funded under
the Networks of Centres of Excellence program which receives
an annual allocation from the federal government of $47.4
million. The Canadian Genetic Diseases Network is
headquartered at UBC
Number of technologies licensed  223
Number of inventions disclosed annually  108
New patents filed 83
Patents issued 37
Number of spin-off companies formed  71
People employed by companies formed 1,502
Gross royalties  $744,168
Value of equity portfolio $6.9 million
Value of industry research funding  $31.2 million
Total research support $134 million
Faculty and Staff
Full-time faculty  1,832
Non-faculty employees (full- and part-time) 12,000
UBC Library
• third largest research library in Canada with extensive print and
electronic collections comprising nine million items
• operates 19 branches and service divisions including the new
Walter C. Koerner Library
Students
Number of students registered in degree programs
(Winter Session 1997-98, Day & Evening):
Undergraduate students  27.293
Graduate students 6,181
Summer Session students  16.454
Guided Independent Study 3,728
(distance education)
International undergraduate students  1.038
international graduate students  1,096
Total (from 108 countries) 2,1 34
Alumni (living in 120 nations) 167.000
Prominent Graduates
Among many eminent alumni of UBC are: BC Premier Glen Clark:
former BC premier Mike Harcourt; author and historian Pierre
Berton; opera singers Ben Heppner and Judith Forst; educator Rick
Hansen; astronaut Bjarni Tryggvason; senator Pat Carney; and
former Canadian prime ministers Kim Campbell and John Turner.
Tuition
1997/98 undergraduate tuition fees (domestic) for most programs
are $2,295 based on a 30-credit program. (Exceptions are Medicine,
Dentistry, Law and Pharmaceutical Sciences.)
Awards and Financial Aid
UBC's $540-million endowment fund endows chairs and scholarships at the university and ranks as one of the three largest
endowment funds among Canadian universities with the University
of Toronto and McGill University.
Undergraduate scholarships (4,750 students) $8.7 million/year
Undergraduate and graduate bursaries (2,880 students) $4.6 million
Graduate fellowships (570 students) $5.8 million available/year
Housing
About one-quarter of UBC students are housed on campus in a
variety of residences ranging from single rooms to self-contained
apartments, row-houses and town houses.
Education Abroad
Approximately 84 universities throughout Asia, Europe, Australia,
New Zealand,Africa, South America, the US and Mexico have been
approved for UBC Education Abroad programs for undergraduates.
International Liaison
UBC has linkage agreements with 171 universities in 44 countries
around the world.
Budget 1997-98
UBC has a total income of more than $800 million, drawn from a
variety of sources including general purpose operating funds, trust
and endowment income, non-core and Continuing Studies activities,
research and capital.
Budgeted General Purpose Operating Income $340 million
X
Investment Income       Fee for Service 2.0%
1.7%
__ Other 0.3%
Student Tuition Fees
16.7%
Sources of General Purpose Operating Income
Philanthropy
Donations to UBC from alumni, parents, faculty and staff,
individuals and organizations through annual giving, planned giving
(deferred gifts) and other fund-raising activities totalled more than
$37 million in 1997.
University Administration
President, Dr. Martha C. Piper
UBC's chief executive officer responsible for day-to-day operations
Chancellor, Dr.William L. Sauder
• elected by UBC Senate members, faculty and graduates
• confers degrees, represents the university on official occasions
Board of Governors
Chair, Ms. Shirley Chan
• responsible for the management, administration and control of
UBC's property and revenue
• appoints, on the recommendation of the president, senior
officials and faculty
• 15 members, eight appointed by the provincial government and
five elected from the university community (two faculty, two
student and one non-faculty).The president and chancellor are
ex-officio members
Senate
Chair, Dr. Martha C. Piper
• responsible for academic governance
• determines admission standards
• must approve all changes to academic programs
• 87 members appointed by the provincial government and elected
by faculty, students, graduates, and others
Land and Buildings
Campus 402 hectares
Campus land maintained 172 hectares
UBC/Malcolm Knapp Research Forest, Maple Ridge 5,000 hectares
Oyster River Research Farm, Campbell River 608 hectares
UBC-Alex Fraser Research Farm.Williams Lake 6,400 hectares
UBC buildings  1,054,218 square metres
Residences 265,452 square metres
Hospital 68,469 square metres
Buildings owned by UBC 412
Leased/Shared 89
Replacement value of UBC-owned buildings
(including contents and collections) $2.68 billion
Public Facilities
Many facilities are open to the public including the Museum of
Anthropology, Morris and Helen Belkin Art Gallery, Frederic
Wood Theatre, Botanical Garden, Aquatic Centre, Bookstore, the
TRIUMF sub-atomic physics laboratory and the Chan Centre for
the Performing Arts.
Conference Centre
• 3,000 guest rooms; 200 fully equipped suites; 7,900 square
metres of meeting space including two exhibit halls, a 400-seat
auditorium and 150 classrooms
Number of groups hosted in 1997 520
Number of visitors who stayed in residences 45,196
Athletics and Recreation
Each year more than 40,000 students and community members
participate in fitness and recreation activities.
• Facilities include the Winter Sports Centre, War Memorial
Gymnasium,Thunderbird Stadium, UBC Tennis Centre, Student
Recreation Centre and 15 hectares of playing fields
• Student athletes participate in 25 men's and women's teams in 13
different sports annually, many in Canadian Inter-university
Athletic Union (CIAU) competitions
• UBC athletes have won 40 CIAU national championships, placing
UBC second in the national rankings
TH/nK
About K
UBC  RESEARCH
www.research.ubc.ca
Keeping in Touch
(Area code 604)
UBC-INFO (UBC Information Line)  822-4636
Alma Mater Society 822-2901
Alumni Association 822-33 13
Aquatic Centre 822-4521
Athletics & Recreation 24-hour hotline 822-2473
Awards & Financial Aid 822-51 I I
Bookstore 822-2665
Botanical Garden 822-9666
Campus Directory Assistance 822-221 I
Ceremonies & Events 822-2484
Campus Tours 822-8687
Speakers Bureau 822-6167
Chan Centre for the Performing Arts 822-9197
Child Care Services 822-5343
Conference Centre 822-1060
Continuing Studies 822-1444
Development Office 822-8900
Disability Resource Centre 822-5844
TDD 822-9049
First Nations House of Learning 822-8940
Frederic Wood Theatre 822-2678
Government Relations 822-9370
Hospital Information 822-7121
Human Resources 822-81 I I
International Admissions Enquiries  822-8999
International Student Services 822-5021
JobLink (for students) 822-5627
Library Information Desk 822-6375
Museum of Anthropology 822-3825
Parking and Transportation/Campus Security 822-2222
President's Office 822-8300
Public Affairs Office
(UBC Reports, media enquiries) 822-31 3 I
Registrar's Office 822-2844
Admissions - Undergraduate 822-3014
Rentsline (for tenants) 822-9844
(for landlords) 1-900-451-5585
Student Health Services 822-701 I
Student Resources Centre 822-381 I  | J
TELEREG Helpline 11
Student Enquiries 822-2844 I ^
Faculty & Staff Enquiries 822-2871  |  I
Web addresses
UBC www.ubc.ca
Apply for admission www.pas.bc.ca
Course Calendar www.student-services.ubc.ca/publicat/
Library www.library.ubc.ca
Public Affairs Home Page www.publicaffairs.ubc.ca
UBC Reports www.publicaffairs.ubc.ca/reports
UBC Research www.research.ubc.ca
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1-5 UBC Reports April 16, 1998 17
PEMBERLEY
at
HAMPTON     PLACE
An 8 am bike through UBC's
Endowment Lands, tennis, or a sunset
barbecue at Spanish Banks.
1 Oth Avenue shops and restaurants nearby.
Downtown? 20 minutes away. Quiet
and framed by forest, Pemberley is set around
a landscaped courtyard. It all adds up
to tremendous value at UBC.
with breakfast on the deck.
Visit our Presentation Centre and Display,
West 16th Ave. & Wesbrook Mall, UBC.
Open 12-5 pm daily (except Friday)
1 bedroom/1 bedroom & den
from $179,900
3 city homes remain from $289,900
Prices include GST
Call 221 -1996
SPANISH   BANKS
* «<OR BLVD.     4th AVE
cHAAv,
\pEMBERtEY
16th AVE
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EDWARD
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C  A  S  C  A  D  I  A
Group of Companies
www.cascadiahomes.com
NEW#HOME
M ASI } R  Kill [>[ 1< 18 UBC Reports • April 16, 1998
News Digest
Sustainable Living is the theme for this year's Earth Week
celebrations in Vancouver, April 22-26.
UBC researchers will kick off Earth Week a day early by setting
up an information booth in the Student Union Building (SUB)
concourse, April 21.
The booth will showcase UBC research from across campus
dealing with issues of sustainable living. Visitors to the booth can
also' sign up for campus tree tours starting at noon, April 22 and
23 at the south end of the SUB concourse.
On Wednesday, April 22, International Earth Day, the UBC
booth will be moved to the Vancouver Public Library to help launch
Earth Week in the city. Presentations are planned from the School
of Community and Regional Planning and UBC's Sustainable
Development Research Institute.
The library event takes place from 11 a.m.-6 p.m. For more
information call (604) 986-6756 or (604) 737-8584.
Campus parkade fees have been reduced from $5 to a flat rate
of $3 after regular business hours in a move to improve access to
the core of campus.
Parking manager Danny Ho says the new rate applies from 5:00
p.m.-7:00 a.m. weekdays and all day on Saturday and Sunday at
the 5,000 parkade spaces on campus.
"We want to support after-hours campus activities such as
continuing education courses, athletic events or performances at
the Chan Centre," says Parking and Transportation and Campus
Security director Debbie Harvie. "Also, the proximity of parkades
to these destinations makes it safer for visitors to come to campus
at night."
For more information, contact the parking and key desk office
at (604) 822-6786.
| Monitor Repair
Free estimates in shop
Drive-in service. Full
time technician on staff
Pick-up/Delivery avail.
Most major brands
handled
I • Service you can trust
I Notebook Rental
Toshiba pentium system
with CD ROM & Sound
Card
| • $50 per week
$150 per month
| System Upgrade Pkg.
I • ASUS m/b. P 200 MMX
&VGA card $460
| Hard Drive Specials
1.6 GB $225 Installed
2.1 GB $235 Installed
3.2 GB $280 Installed
4.1 GB $300 Installed
I • 6.4 GB $380 Installed
I Simple data transfer
I included
Alan Donald, Ph.D.
Bio statistical Consultant
Medicine, dentistry, biosciences, aquaculture
101-5805 Balsam Street, Vancouver, V6M 4B9
264 -9918 donald@portal.ca
Serviced
Services
UBC FACULTY MEMBERS who are
looking to optimize their RRSP,
Faculty pension and retirement
options call Don Proteau, RFP or
Doug Hodgins, RFP of the HLP
Financial Group for a
complimentary consultation.
Investments available on a no-
load basis. Call for our free
newsletter. Serving faculty
memberssince 1982. Call687-7526.
E-mail: dproteau@hlp.fpc.ca
dhodgins@hlp.fpc.ca.
TRAVEL-TEACH ENGLISH 5 day/
40 hr (June 24-28; Sept. 16-20;
Nov. 25-29) TESOL teacher
certification course (or by
correspondence). 1,000'sofjobs
available NOW. FREE information
package, toll free (888) 270-2941.
STATISTICAL ANALYSISfor surveys,
experiments, management.
Prompt service, reasonable
rates. Can handle many types of
database. Hard copy or disk
copy output that can be
incorporated into your report.
Call 224-1302.
ENGLISH TUTOR Conversation,
pronunciation, writing, reading,
all levels. Individuals, groups.
Certified, experienced, fees/
exchanges negotiable. Tutoring
time 7-8:30am daily. Call
Margaret 708-9234.
IN A PANIC to complete your
income tax? Too busy to sort your
receipts? Let us help you organize
your paperwork and implement
some systems to keep you on
track to meet your deadlines.
Call Nat 551-0076.
Retreats
WEEKEND KAYAK RETREATS on
Southern Gulf Islands in April and
May for your party of (max.) 3-4
persons. Kayaks and equipment
inc. Cozy ocean front
accommodation. On-site
launching. Birdwatching, hiking
and skywatching from Mexican
Hammocks. Lots of wildlife and
space. Call 228-8079.
Next ad deadline:
noon, April 21
The classified advertising rate is $16.50 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 (made out to UBC
Reports) or internal requisition. Advertising enquiries: 822-3131.
The deadline for the April 30 issue of UBC Reports is noon, April 21.
Accommodation
POINT GREY GUEST HOUSE  A
perfect spot to reserve
accommodation for guest
lecturers or other university
members who visit throughout
the year. Close to UBC and other
Vancouver attractions, a tasteful
representation of our city and of
UBC. 4103 W. 10th Ave.,
Vancouver, BC, V6R 2H2. Call or
fax 222-4104.
TINA'S GUEST HOUSE Elegant
accommodation in Point Grey
area. Min. to UBC. On main bus
routes. Close to shops and
restaurants. Include TV, tea and
coffee making, private phone/
fridge. Weekly rates available.
Call 222-3461. Fax: 222-9279.
GREEN COLLEGE GUEST HOUSE
Five suites available for
academic visitors to UBC only.
Guests dine with residents and
enjoy college life. Daily rate $52
plus $ 14/day for meals Sun-Thurs.
Call 822-8660 for more
information and availability.
BROWN'S BY UBC B&B Rooms for
rent short or long term in a
comfortable house very close to
UBC. Prefer graduate, mature
students. Call 222-8073.	
BAMBURY LANE Bed and
breakfast. View of beautiful BC
mountains, Burrard inlet and city.
Clean, comfortable. Use of living
room, dining room, and kitchen.
Min. to UBC, shops and city. Daily,
weekly and winter rates. Call or
fax (604) 224-6914.
GAGECOURTSUITESSpaciousone
BR guest suites with equipped
kitchen, TV and telephone.
Centrally located near SUB,
aquatic centre and transit. Ideal
for visiting lecturers, colleagues
and families. 1998 rates $81 -SI 10
per night. Call 822-1010.	
PENNY FARTHING INN 2855 West
6th. Heritage House, antiques,
wood floors, original stained glass.
Ten min. to UBC and downtown.
Two blocks from restaurants,
buses. Scrumptious full breakfasts.
Entertaining cats. Views. Phones
in rooms. Call 739-9002. E-mail:
farthing@uniserve.com.
B  &  B  BY  LOCARNO  BEACH
Walk to UBC along the ocean.
Quiet exclusive neighborhood.
Near buses and restaurants.
Comfortable rooms with TV and
private bath. Full breakfast.
Reasonable rates. Non-smokers
only, please. Call 341-4975.
CAMILLA   HOUSE   Bed   and
Breakfast. Best accommodation
on main bus routes. Includes
television, private phone and
bathroom. Weekly reduced
rates. Call 737-2687. Fax 737-2586.
LORD STANLEY Short or long term
rentals of fully furnished 1 and 2 BR
view suites next to Stanley Park.
Full kitchen with in-suite W/D. Close
to downtown, shopping, buses.
Opening in June. Call 688-9299.
FOR RENT Quiet, elegant, 3 BR
home on Hornby Island, B.C.
Perfect for sabbatical, mid-Aug.
"98 - June 30 '99. $750/month.
Call Phil (403) 220-8076 or e-mail:
elder@evds. ucalgary .ca.
Accommodation
ENGLISH COUNTRY GARDEN B& B
Warm hospitality awaits you at
this centrally located viewhome.
Large rooms with private baths,
TV, phones, tea/coffee, fridge.
Full breakfast, close to UBC,
downtown and bus routes. $50-
70 single; $80 double. 3466 W.
15th Ave. Call/fax 737-2526
BRIGHT, COMFORTABLE 1 BR apt
with patio and an affectionate
cat. Fully furnished and
equipped. Close to UBC, on
direct bus route. Available for
several months from May or later.
Rent $750/month Call 228-8825.
APARTMENT Vancouver-Kits area.
Fully furnished 2 BR 1 1/2 bath. 3
blocks from beach. 10 min. to
UBC and downtown. Large
garden-style patio. N/Pets.
July 1 '98 - Jan. 1 '99. $1200/
month. Call 731-1150; e-mail
heather@bc.sympatico.ca.
NORMANDY, FRANCE 21 /2 hours
from Paris. 2 BR house fully
furnished (plus veranda and
large yard) in small village near
Bayeux, landing, beaches and
ferry to Portsmouth. Renting one
year starting July/Aug. Call Peter
873-1000.
EXCLUS. WESTWIND RICHMOND
1800 sq.ft. rancher for rent from
Aug. or Sept., one year lease.
Ideal for couples, 3 BR, 2 bath, 2
car garage, immaculate garden,
lawncare inc. $1400 plus util., 6
appliances, N/pets. Don't miss
this! Fax 876-4629 or call 272-4751.
SABBATICAL IN PARIS? Rent a fully
furnished studio. Steps from new
Bibliotheque, bus, metro,
shopping. Fully equipped kitchen
and bath. Secure U/G parking,
generousclosetspace.Sept. '98-
June '99 negotiable. Call 732-
9016; e-mail: cpfb@unixg,ubc.ca
or emery@axionet.com.
APARTMENT -  KITSILANO  1   BR
totally private basement
apartment with private patio,
opposite a park. Fully furnished
with W/D, D/W, microwave,
cable, linen. Available monthly,
$850 inc. util. N/S, N/Pets. Call
734-0454.
4th AND ALMA Townhouse for
rent from April 27-June 29. 4 BR
and office, one block from
Jericho Beach East, five min. to
UBC, F/P, W/D, D/W, sundeck,
cable, etc. $1500/month util. inc.
Call UN or Amanda 224-6445 or e-
mail: uli@arts.ubc.ca
SUBLET Available May 1-Aug. 31.
Large airy 2 BR, fully equipped,
comfortably furnished, 12th and
Granville. Handy to UBC. Parking
spot. $875/monthfortwo people,
negotiable for one person. Call
258-7305.
VANCOUVER HEIGHTS Fully
furnished 2 BR 2 bath house. Close
to SFU. Very central. Ten min. to
downtown and North
Vancouver. Great view and
garden. N/Pets, N/S, suit couple.
$ 1000/month plus util. July 1 -Sept.
30. Call Gale 291-8184.
Accommodation
SABBATICAL RETREAT Mayne
Island, modern home for rent.
Furnished 3 BR, 2 bath, all
appliances, w/w carpeting,
walking distance to ferry. Satellite
TV. References, $750/month,
lease, April. Call for portfolio
viewing 272-4930.
SUNNY FURNISHED basement
suite for a single N/S person in a
quiet westside home one block
north of Marine Drive on
Balaclava Street. Inc. own
laundry facilities. Private
entrance. Available April 18.
$600/month (inc. util.). Call 822-
9370 or 266-1390 (eve.).
Housing Wanted
TEMPORARY ACCOMMODATION
Wanted June 1-Aug. 1 for visiting
relative (senior, female, non-
smoker) from U.K. 1 or 2 BR,
comfortable, fully furnished
apartment or condo in Kits-Point
Grey area. Pref. with balcony,
view and/or patio. Call Chris 733-
9688 or e-mail welsby@sfu.ca.
UBC LIBRARIAN Non-smoker,
responsible, meticulous, no pets.
Seeks one year lease of
unfurnished 2 BR condo in the
Granville-Cambie area for June
1. Call (403) 283-4098 or e-mail:
guistini@acs.ucalgary.ca.
House Sitters
NEED SOMEONE TO HOUSESIT
during your sabbatical? I'm a
responsible mature student with
excellent local references. I'm
available Sept. 1-mid-Dec. Pets
okay. Call my mother Lucia 267-
9600 or me, Michelle (403) 678-
2067.
tf%      Please
£4}   Recycle
UNIVERSITY Ol BRITISH COLUMBIA
School of Social Work
2080 West Mall
Spring
Symposium on
Aging
In honour of Prof. Elaine Stolar's long
and distinguished career as
Director and faculty member of the
School of Social Work, a symposium
on her research interest will be held:
Friday, May 8, 1998
2:00-5:00pm
School of Social
Work, room 124
Keynote presentation -
Aging and Families:
Recognizing Diversity,
Refuting Myth
Dr. Anne Martin-Matthews,
professor, director, School of
Family and Nutritional Sciences
Reception to follow
RSVP to 822-2255 UBC Reports April 16, 1998 19
1
Stephen forgacs photo
The Eyes Have It
Danielle Ayearst, a Grade 8 student from Whistler Secondary School, tests another
student's vision during the 16th Annual Greater Vancouver Regional Science Fair
which was held at UBC earlier this month. Ayearst and fellow Grade 8 student Ashley
Farr had students lining up to be tested for near- or far-sightedness. More than 300
students from across the Lower Mainland and Howe Sound area participated in the
fair.
).
If you'd
rather be      J
concentrating on this   %J
than organizing your
scientific society's next
conference, then call this  ^
Felix Aubke, Co-Chair
15f  International Symposium
on Fluorine Chemistry, did.^^
For Conference Coordination,
Meeting Planning,
& Delegate Registration
UBC
CONFERENCE
CENTRE
Email: conferences@brock.housing.ubc.ca
Web: http://www.conferences.ubc.ca
Member of Tourism Vancouver, the International Congress and Convention Association
and Meeting Professionals International
People
toy staff writers
Paul Thiele. founder and former director of the Crane
Resource Centre and his late wife Judith, eo-founder
and reference librarian until her death in 1993. have
received the Abdu'l Ala al Ma'arri Award presented by the
National Library Service (NLS) for the Blind and Physically
Handicapped, Library of Congress.
NLS director Frank Curt Cylke congratulated Thiele on
"more than three decades of high quality, dedicated effort
devoted to the educational needs of blind individuals."
The award recognizes outstanding library and information services to the blind and visually impaired community. The Thieles are the second recipients of the award.
D
ebbie Harvie has been named director. Parking
and Transportation and Campus Security.
Harvie will focus on
parking issues with overall
responsibility for security
functions. Tom McNeice
assumes the role of director
of Campus Security and
will report to Harvie.
Building customer
service and making parking
more available to the
campus community are
goals of the new position,
Harvie says.
Harvie will combine the
new position with her role
as director of UBC Bookstore, a position she has
held since 1990.
Harvie
Glen Peterson, an assistant professor of History,
has won the K.D. Srivastava Prize for Scholarly
Publications.
Peterson was honoured for his work, The Power of
Words: Literacy and Revolution in South Cliina. 1949-
1995.
The award aims to support and encourage the work of
junior faculty members by contributing S50.000 toward
publication of their first book. The works are published
by UBC Press.
Zoology Asst. Prof. Eric Taylor has received the
Murray A. Newman Award for Excellence in
Aquatic Research from the Vancouver Aquarium.
Taylor was recognized for his research focusing on
fish evolutionary biology and molecular ecology. He is
one of the world's foremost authorities in the field.
UBC doctoral student Lance Barrett-Lennard also
received a special award in memory of Finna. the killer
whale who died last year. Barrett-Lennard received the
award for his "significant achievements studying the
genetic relationships in populations of B.C. wild killer
whales."
Exam Your Options
UBC FOOD SERVICES
April 14th-May 1st 1998
EXAM HOURS
Barn 7:30 am - 4:30 pm
IRC 8:00 am - 3:30 pm
Trekkers 11:00 am - 2:30 pm
The Express
April 14-16 7:30 am - 7:00 pm
April 20 - May l 7:30 am - 4:30 pm
Pacific Spirit Place at sub
7:30 am - 2:00 pm
Espresso On the Go 7:00 am - 4:00 pm
Steamies at the Bookstore 9:00 am - 3:00 pm
Yum Yum's untiiAprN24     8:00 am - 2:45 pm
(foodLaci, tvitk Exams 6c TiafiPg> £aefer/
Arts 200, Edibles & Roots are CLOSED after Thursday. April 9th.
Residence Dining Rooms are OPEN daily to serve
students, staff & faculty during exam period.
For more information call UBC-FOOD (822-3663)
or Visit our Web Site @ www.foodserv.ubc.ca 20 UBC Reports - April 16, 1998
Ahead of the game
Prof. Jim Brander scouts out global trade's future paths
Intelligence, creativity and a drive to
succeed can propel a stellar academic career like Jim Brander's.
But a little bit of luck doesn't hurt
either, he insists.
The professor of Commerce and
Business Administration is recognized
as one of the most influential economic
theorists in the world in the fields of
international trade and trade policy.
As an economics PhD student at
Stanford in the late 1970s, fortune
seemed to smile on Brander as he
searched for a thesis subject in international trade.
At the time, international trade
models were dominated by two big
assumptions. The first was that
markets were highly competitive. The
second was that there was no particular advantage to large-scale production.
But in the real world, it was obvious
that many industries, such as automobile manufacturing, were dominated by
a handful of companies that had
monopoly-like powers. Imperfect
competition, it was called. Just as
obvious was the fact that for many
businesses the economies of scale did
work, and large-scale production was
an important advantage.
Brander decided to create more
accurate models of what was really
going on in the world. He only hoped
there was enough there to get him
through his thesis.
There was, and then some. The
paper he published as a result was
widely cited and influential among
academics and policy makers alike.
Within a few years, imperfect competition was the subject of more than half
of all papers written in the field of
international trade. In total. Brander
has been cited more than 1,000 times
by other scholars.
Brander's provocative findings,
hailed as "a wake-up call to the profes-
You want to be just
slightly ahead of
everybody else. People
who are too far ahead die
miserable."
Prof. Jim Brander
Sean Kelly photo
Economists often overlook environmental constraints, says economic
theorist Jim Brander, while environmentalists often overlook patterns of
consumption and trade in the economy. If the close interaction between the
two can't be captured, he warns, resource depletion will become more
common. Luckily, he's working on it.
sion" by Princeton University professor
Avisnash Dixit, offered a fundamental
insight into the causes of international
trade. And it has given rise to the new
field of strategic trade theory.
"I was lucky enough to be one of two
or three pioneers in an area just before
it blossomed," says Brander, whose
rolled-up sleeves and intense energy
suggest someone whose hard work
creates its own luck.
"You want to be just slightly ahead
of everybody else," he says, then adds,
"People who are too far ahead die
miserable."
Being ahead of the game has its
rewards. Among the many
awards Brander has received for
his work is UBC's top research prize,
the Jacob Biely. in 1997. He has also
received the UBC Killam Prize and a
pair of Faculty of Commerce and
Business Administration research
prizes.
Brander credits the power of curiosity for much of his research success.
"I get interested in something either
because it's important, or just because
it interests me, and a compulsion
develops. I become obsessive and put
in long hours, and it takes on a life of
its own. I think to be a successful
academic, you have to be obsessive —
you can't just work in a normal,
reasonable way."
Brander doesn't have to leave his
work behind at the office. His wife is
Barbara Spencer, a professor in the
same faculty. The two share similar
interests and have undertaken collaborative research projects since they met
while teaching at Queen's University.
"Being able to talk about our work,
and doing joint work, has been good for
our careers. We also understand when
the other needs to work hard on
something."
Brander and Spencer together have
done groundbreaking work on targeted
subsidies.
Subsidies used to be hated by
economists but embraced by governments. Brander and Spencer's research
proved subsidies are better used for
basic research and development, where
discoveries are more likely to benefit a
wide group.
This new knowledge has contributed to a level of agreement
among countries on the issue of
subsidies that was "unthinkable" 25
years ago. Brander says.
Both the General Agreement on
Tariffs and Trade and the North
American Free Trade Agreement
contain provisions to eliminate or
reduce targeted subsidies while encouraging research and development.
'The research and development
process is what separates us from our
ancestors who painted on caves. That
process, which has given us almost
everything material that we value,
depends on the efficient performance of
modern economies. Knowledge is
always changing and we should do all
we can to encourage its development."
For Brander. that message extends
into the classroom, where he tries to
encourage active curiosity. The intensity in his voice rises a notch when he
mentions teaching.
"Many young students think knowledge is something static. My job is to
make them realize that acquiring
knowledge is a research process which
involves constantly asking questions
and not passively absorbing information. Encouraging intellectual curiosity
may be the most important thing a
teacher does."
Brander's own compulsive curiosity
has lately drawn him to problems of
environmental and resource management.
"We're living in an increasingly
crowded world, and in the near future
we'll see more serious conflicts over
resources like water, forests and fish,"
he predicts.
Economists often overlook
environmental constraints, he
says, and environmentalists
often overlook patterns of trade and
consumption in the real economy.
There's a need, he says, for people who
can combine the two disciplines.
Brander's work on resource modelling reveals cases where rising output
masks serious depletion. On the East
Coast, for example, the cod catch
increased for a long time, causing
damage much worse than the initial
decline in stocks suggested. Drastic
action wasn't taken in time, and the
stocks collapsed.
"For a researcher like me. the
question is. can we capture the interaction between the resource base and
economic activity in a way that is
useful for policy planning? If we can't,"
Brander says, "the cod may be an
example of what's to come with other
resources in the next century."
With these words of warning.
Brander hints at a new area of economic theory in the making. Is he
ahead of the curve yet again? Few who
have followed his career would be
surprised.

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