FAQs

• Disclosure: Sharing a concern to discuss the issue and explore options, including whether to proceed with a Mistreatment Report or a formal complaint. A disclosure is not considered a report or part of an investigation. 
• Mistreatment Report: A disclosure becomes a mistreatment report when the Learning Environment Advisor escalates a concern to a decision-maker for action. The details of the report are shared within the scope of the learner’s consent, except for anonymous reports, as consent cannot be provided. Reporting mistreatment may lead to a formal complaint. 
• Formal Complaint: A process involving a named complainant and respondent, in which the Faculty or University formally investigates an individual’s conduct to determine whether it breaches University policy.

For more information, refer to sections 3.2 and 3.3 of the Learner Mistreatment Process. 

• To access emotional support: Disclosing is private and confidential. It connects you with resources and allows you to enlist support from the LEA, faculty, or staff to explore next steps.
• To take action: An advisor can help you understand what has happened, provide options to improve the situation, and help you better handle similar situations in the future.
• To enable institutional change: Your disclosure helps guide decision-makers to improve programs, build capacity, and create a more inclusive learning environment.

You can disclose mistreatment through:

• Online Disclosure Form: Submit an anonymous, confidential or third-party disclosure through the online form.
• Learning Environment Advisor (LEA) at the REDI Office: Contact the LEA directly for guidance and support. The REDI Office and LEA are here to guide you through the process and help you access the resources best suited to your needs.
• UBC Faculty, Staff, or Leaders: You can disclose to any UBC faculty member, staff member, or leader. While most individuals aim to provide a compassionate response, not all are familiar with the specific offices, policies, or processes related to disclosures. For this reason, contacting specialized support resources may be more beneficial.
• UBC Support Resources: Contact one of the key offices trained to handle mistreatment concerns. These staff members specialize in addressing a variety of challenges while maintaining confidentiality and privacy. A list of these offices is available here.

Third-party disclosures are disclosures made by learners, faculty, or staff who have witnessed harm to a learner in a learning environment. These individuals can disclose the incident on the mistreatment website, either anonymously or confidentially.

Yes, the online disclosure form allows for anonymous submissions. Anonymous disclosures are stored securely but cannot receive follow-up.

All information discussed in your meeting with the LEA is confidential. The only exception occurs when the information provided suggests illegal activity or poses a threat of harm to oneself or others. 

The LEA will discuss your options, and no action will be taken without your consent. If you choose not to pursue further steps, the LEA can pause all action and provide resources or support. Learn more about your options.

• Emotional impact: Disclosing may trigger distress or re-traumatization. Counseling services are available.
• Confidentiality risks: A well-meaning but untrained individual might accidentally breach confidentiality. This is part of the reason why going directly to us or one of the support offices we recommend might be more beneficial.
• Retaliation risks: The LEA can help you assess risks and recommend steps to protect yourself.

If you choose to disclose an incident to faculty or staff outside of REDI and explicitly request that they do not share the information further with REDI, your request for confidentiality will be respected (except in cases involving illegal activity or harm to yourself or others). However, choosing not to bring the matter forward makes it more difficult to address the incident or identify broader patterns or trends. Alternatively, you may consider requesting that the incident be shared with REDI without identifying details, discussing broad themes, or deferring the filing of a mistreatment report until a more appropriate time—for example, after you have graduated. Learn more about your disclosure avenues.

The LEA provides guidance, connects learners to resources, and helps navigate disclosure options. They also liaise with relevant units to address concerns and promote a safe learning environment.

The LEA will explain the consent-based process, discuss support options, and outline possible next steps. Meetings are private, and no action is taken without your consent.

Yes. You can have a support person or additional group members present, especially for videoconference meetings. In-person requests can be accommodated if possible.

You can email learningenvironment.advisor@ubc.ca with your preferences. The REDI Office will do its best to connect you with someone who understands your unique identity or lived experience.

No, the LEA does not record meetings.

Support resources include UBC Counseling, the Equity Office, SVPRO, Student Affairs, and more. A full list is available here.

No, you do not need to disclose specific details about mistreatment to access well-being support. A list of available resources is provided. You can discuss mistreatment in general terms and receive advice, information, and support as you consider your next steps. We meet you where you are at. 

Relevant policies include:

• SC7: Discrimination
• SC17: Sexual Misconduct
• SC18: Retaliation
• Professional Standards for Learners and Faculty

Resolution timelines vary:

• Many concerns are resolved within one month.
• Complex cases requiring formal investigations may take several months.
• Some issues can be resolved with a single discussion.

Yes, you will be informed if a policy has been breached. However, privacy laws will limit details about specific actions taken, such as disciplinary measures.

Retaliation refers to any adverse action taken against someone because they raised a concern, filed a complaint, or participated in an investigation. It can include intimidation, harassment, or any behavior that creates a hostile environment. UBC has a clear policy prohibiting retaliation (SC18). Any individual found to be engaging in retaliatory behaviour would be in breach of this policy and could face consequences. However, having a policy does not eliminate the possibility of retaliation. Robyn provides coaching, support, and clear information about the risks of retaliation. She will help you explore options, and consider different reporting pathways, ensuring you can make informed, autonomy-supportive decisions about how to proceed. 

UBC’s Retaliation Policy (SC18) helps reduce the likelihood of retaliation. The REDI Office can work with you to address your concerns and develop an approach that aligns with your needs.

You can connect with the REDI Office, which may collaborate with or refer you to the UBC Human Rights Advisors in the Equity & Inclusion Office under the Discrimination Policy (SC7). Alternatively, you can contact the Equity & Inclusion Office directly.

The REDI Office will provide information and discuss options, including filing a police report or reporting under UBC’s Sexual Misconduct Policy (SC17). You can also contact SVPRO for specialized support.

Providing critical or constructive feedback aimed at helping a learner improve their performance or skills is not mistreatment, even if the feedback feels difficult to receive. Constructive feedback is an essential part of learning and professional growth. However, the way feedback is delivered matters. If feedback is given in a disrespectful, or demeaning manner, it may constitute mistreatment. Feedback should always be delivered respectfully and with the intention of supporting development. For further clarification, please refer to the “What is Learner Mistreatment?” page of the Learner Mistreatment website, which provides categories and examples.

No, legal representation is not necessary. Honest and good-faith reporting does not place you at legal risk. You can bring a support person to meetings for note-taking or emotional support.

This process is for learners who believe they have experienced or witnessed mistreatment. It is designed to support all learners in the Faculty of Medicine, including medical students, residents, clinical fellows, graduate students, and health profession students.

This process is for learners who believe they have experienced or witnessed mistreatment. It is designed to support all learners in the Faculty of Medicine, including medical students, residents, clinical fellows, graduate students, and health profession students.

• Support the learner: If you feel comfortable, check in with the learner to ensure they feel supported and encourage them to connect with REDI. (You may also refer to REDI’s resources on receiving disclosures and assisting learners in distress.)
• Submit a third-party disclosure: Disclose the incident on the mistreatment website, either anonymously or confidentially.
• Access well-being supports for yourself: Prioritize your well-being by utilizing available support resources for faculty and staff.