Disclosing Mistreatment

Meet with Robyn Campol, the REDI Learning Environment Advisor (LEA), if you have questions or concerns about your learning environment or conduct you have experienced or witnessed.

Robyn is a compassionate practitioner with many years of experience in healthcare settings. She understands how difficult it can be to reach out with a concern. She will provide support, share information, answer your questions, and, if you wish, review options for addressing your concern.

The LEA responds within 48 hours.

If you would prefer to meet with (or have present) someone with a similar, relevant identity or lived experience to the learner(s), you may request it.  

If Robyn is away, another REDI team member, such as Madison Tardif, Harpreet Ahuja, or Maï Yasué, will meet with you. Learn more about the REDI Team. 

Submit a confidential disclosure form online, including your contact information. All fields on the form are optional, and no action will be taken without your consent.

All information shared in the form is confidential. The only exception is if the information provided indicates illegal activity or a threat of harm to self or others.

Before taking any action, the REDI Learning Environment Advisor (LEA) will contact you to arrange a meeting (in person or virtual) to discuss your next steps.

What happens in the meeting is confidential. See What happens in my meeting with the LEA? for more information.

Anonymous disclosures are submissions made through the online form without providing your name or contact information.

• All fields are optional, allowing the learner to decide which details to include.
• Only the LEA can access anonymously submitted disclosures, which are stored in a confidential database.

Anonymous disclosures are completely anonymous and, therefore, do not receive a reply.

The LEA reviews anonymous disclosures to identify patterns or trends in the Faculty of Medicine learning environment.

If the information in an anonymous disclosure warrants action, the LEA will further sanitize the details to protect the source’s identity before bringing it to the attention of the appropriate head, director, or delegate for review.

For example, the LEA may:

• Withhold specific details.
• Focus on themes rather than individual events.
• Adjust timelines to obscure identifying information when sharing details from an anonymous disclosure.

Anonymous disclosures are truly anonymous and, therefore, do not receive a follow-up.

The LEA can work with you to file the Mistreatment report with the appropriate FoM authority (usually a department head).
This is a formal report of your disclosure containing only the information you consent to share. Many learners who choose this option file a de-identified report, ensuring that all information that could identify them is excluded. For example, you decide:

• Whether the LEA may include the learner’s name in the report.
• Whether the LEA may indicate the learner’s department, placement, or program in the report.
• Whether the LEA should name anyone else in the report, including UBC-affiliated and non-UBC-affiliated individuals.
• The degree of detail the LEA may include regarding specifics (e.g., dates, times, locations, or other information relevant to the report).

After filing the report, the LEA will follow up with you about what happens (as permitted by workplace privacy laws).

The LEA will help you learn about a range of UBC support resources specially trained to address your concerns while protecting your privacy and safety. These include the Equity & Inclusion Office, SVPRO, UBC Counselling, Student Affairs, Office of the Ombudsperson, Office of Human Rights, and more. You may decide that one of these resources is well-suited to provide the guidance and support you need. For instance, you might decide to seek assistance from SVPRO for concerns about sexual violence, the Equity & Inclusion Office for human rights violations, or UBC Counselling if you simply need someone to talk to.

With your consent, you and the LEA may decide to wait until a more appropriate time to file a Mistreatment Report—for example, after you have graduated—or choose not to pursue any action at all.

Follow up: The LEA will follow up with you at a later date or remain available should you choose to contact them again.

The University’s formal complaints process is separate from the Learner Mistreatment Process.  

The LEA provides the learner with information about what to expect if they choose to engage with the University’s formal complaints process, including guidance on what information to prepare.  

The University’s formal complaints process is not anonymous.