
FAQs
1. Disclosing Mistreatment
Why should I disclose?
- 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.
How can I disclose?
You can disclose mistreatment through:
- Online Disclosure Form: Submit an anonymous or confidential 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.
Additionally, disclosures can be made on your behalf, for someone else, or as part of a group.
Can I disclose anonymously?
Yes, the online disclosure form allows for anonymous submissions. Anonymous disclosures are stored securely but cannot receive follow-up.
What happens after I disclose?
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.
What are the risks of disclosing?
- 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.
2. Working with the Learning Environment Advisor (LEA)
Who is the LEA, and what do they do?
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.
What happens during a disclosure meeting with the LEA?
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.
Can someone accompany me to a meeting with the LEA?
Yes. You can have a support person or additional group members present, especially for videoconference meetings. In-person requests can be accommodated if possible.
What if I prefer to disclose to someone who shares my lived experience?
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.
Are meetings with the LEA recorded?
No, the LEA does not record meetings.
3. Support and Resources
What support resources are available?
Support resources include UBC Counseling, the Equity Office, SVPRO, Student Affairs, and more. A full list is available here.
Do I have to disclose to get support?
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.
What are the relevant UBC policies on learner mistreatment?
Relevant policies include:
- SC7: Discrimination
- SC17: Sexual Misconduct
- SC18: Retaliation
- Professional Standards for Learners and Faculty
4. Process and Outcomes
How long will it take for my concern to be resolved?
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.
Will I be informed about the outcome of my disclosure or report?
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.
What if I am worried about retaliation?
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.
What if I have a concern about discrimination?
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.
What if my concern involves sexual misconduct?
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.
Do I need a lawyer?
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.