UVic Sex Assault Report

Working Group on Sexualized
Violence Programs and

Policy Development
Interim Report and Preliminary
Recommendations
September 28, 2016
Submitted by Dr. Annalee Lepp, Chair
We acknowledge and respect the Lekwungen-speaking peoples on whose traditional

territories the university stands and the Songhees, Esquimalt and the W SNE peoples
whose historical relationships with the land continue to this day.
Working Group on Sexualized Violence Programs and

Policy Development
Interim Report and Preliminary Recommendations
Table of Contents
Acknowledgements ............
Executive Summary ............
Introduction:
1.
Objectives ............................
2.
Organizational Chart ............................
3.
BC Legislative Context and Ministry of Advanced Education Guidelines .
4.
The Working Groups Process and Progress ...
5.
Moving Forward .....
20
6.
Conclusion
35
Appendices:
Appendix 1 Membership - Working Group on Sexualized Violence Programs and Policy Development
Appendix 2 Terms of Reference - Working Group on Sexualized Violence Programs and Policy Development
Appendix 3 Membership - Consultation and Research Subcommittee
Appendix 4 Terms of Reference Consultation and Research Subcommittee
Appendix 5 Membership Technical Policy Subcommittee
Appendix 6 Terms of Reference- Technical Policy Subcommittee
Appendix 7 Summary of Working Group and Subcommittee Meetings - May 1 to Sept 28, 2016
Appendix 8 Principles - Working Group on Sexualized Violence Programs and Policy Development
Appendix 9 Policy Comparison
Working Group on Sexualized Violence Programs and Policy Development- Interim Report September 2016
Table of Contents (contd)

Appendices: (contd)
Appendix 10 Consultation Protocol
Appendix 11 Consultation Letter of Information
Appendix 12 Summary Listing of Consultations June to December 2016
Appendix 13 Table 1 Education, Prevention, Training, and Support Pre-arrival Orientation
Appendix 14 Table 2 - Education, Prevention, Training, and Support On-Site Orientation Interactive and
Harm Reduction Oriented
Appendix 15 Table 3 - Education, Prevention, Training, and Support Ongoing Education
Working Group on Sexualized Violence Programs and

Policy Development
Interim Report and Preliminary Recommendations
Acknowledgements
We would like to acknowledge Nadine Burns, the Working Group on Sexualized Violence
Programs and Policy Developments administrative support person, for her tireless and
outstanding administrative support of the project. We would also like to recognize Kyle McNeill,
the Working Groups Policy Project Officer, for his meticulous research and ongoing
documentation and his willingness to undertake research projects at short notice. We would also
like to thank all members of the Working Group and its two subcommittees (the Consultation
and Research Subcommittee and the Technical Policy Subcommittee) for their dedication to and
hard work on this project thus far. Finally, we greatly appreciate that so many individuals, student
advocacy groups, and academic, administrative, and support service units at the University of
Victoria have agreed to meet and share their perspectives with us during the first round of
consultations, which will be continuing into November 2016.
This interim report was co-authored by Dr. Annalee Lepp, Chair of the Working Group on
Sexualized Violence Programs and Policy Development, and Cassbreea Dewis, Policy and Project
Manager of the Working Group on Sexualized Violence Programs and Policy Development. We
received extensive input from members of the Working Group and its two subcommittees.
Page 1 of 35
Executive Summary
The University of Victoria (UVic) recognizes that sexualized violence is a significant issue both on
our campus and in the wider community. A comprehensive strategy and response are therefore
required. While UVic has policies and programs in the area of sexualized violence education,
prevention, and support, there is no policy specifically designed to address sexualized violence.
The Working Group on Sexualized Violence Programs and Policy Development was formed in
April 2016 to accomplish the following objectives:
Conduct extensive research on sexualized violence in the post-secondary context and on

existing policies at other post-secondary institutions;
Consult widely with students, staff, and faculty across all units and with relevant
community groups;
Develop a comprehensive policy and action framework that covers students, staff,
faculty, and visitors.
The Working Group is now halfway through its process and this report provides an update on
its progress and observations thus far. To date, 80 in-person consultations have been held or are
scheduled with campus and community groups and 14 written submissions have been received.
The Working Group has also conducted research on UVic policies, educational and prevention
programs, supports and resources available to survivors, and the investigation and adjudication
process, as well as policies on sexualized violence at other universities.
Every effort to address sexualized violence should be grounded in the understanding that each
persons experience, whether that of faculty, staff, or students, will be affected by many factors
(sex, gender identity and expression, sexual identity, Indigenous, racial, or ethnic background,
language barriers, ability, faith, age, socio-economic status, as well as their position within
university structures, hierarchies, and power relations). Sexualized violence does not exist or
operate in a vacuum. Acts of sexualized violence can also be acts of colonial violence, racism,
sexism, classism, ableism, homophobia, and/or transphobia. The Working Group has identified
three broad categories for a comprehensive sexualized violence policy framework:
1. Education and Prevention
The Working Group found that, while education and prevention initiatives exist at UVic, the
programs lack coordination and consistency of message. Therefore, the Working Group is
recommending a three-phased approach to education and prevention. The new approach would
be designed to communicate a consistent message about UVics expectations, support options,
and responses to sexualized violence to all members of the university and, where possible,
programming would be tailored to specific audiences.
Page 2 of 35
The three phases include:
Developing pre-arrival exercises and information;
Continuing and enhancing on-campus orientation programs;
Continuing and enhancing ongoing education.
The strength of the Working Groups proposed three-phased approach is that it builds on the
many active orientation and educational programs available at UVic. The Working Group also
recommends that UVic hire a qualified Sexualized Violence Education, Prevention, and Response
Coordinator whose primary responsibilities would be policy implementation.
2. Support for Survivors and Those Who Have Experienced Sexualized Violence;
The Working Group is considering what meaningful and coordinated campus support may look
like. While a review and inventory of on-campus support options is forthcoming, the following
observations have emerged from the research and consultations thus far:
Given that any UVic member could potentially receive a sexualized violence
disclosure, the dissemination of information that is trauma-informed is
required;
The immediate and longer-term needs of every survivor or person who has
experienced sexualized violence are unique and hence the pathway through
their support options will also be distinctive;
UVics approach to the provision of support should ensure that there is a clear
separation between those providing support and those conducting the
investigation.
3. Investigation and Adjudication

A Working Group subcommittee, the Technical Policy Subcommittee, is tasked with developing
policy and procedural options that address the need for transparent, fair and accountable
investigation and adjudication procedures, which are clearly explained to students, staff, and
faculty. The Subcommittee has begun to identify the scope of the policy, adjudication options,
confidentiality provisions, interim measures, and potential sanctions and remedies. This work
includes consideration of how the sexualized violence policy intersects with other university
policies, collective agreements, and criminal processes.
The Working Group welcomes written or in-person input on this interim report and on the
direction of its work as we enter the final two months of the first phase of consultations. If you
wish to provide feedback, please contact Nadine Burns, Administrative Support, at
svpadmin@uvic.ca to arrange an in-person consultation, or fill out the on-line consultation form
available at http://uvic.fluidsurveys.com/s/SVPReview/.
Page 3 of 35
Introduction
1. Objectives
After decades of lobbying by women faculty caucuses, communities of survivors, student
advocacy groups, and community advocates,1 universities and colleges across North America
have, in recent years, begun to work to directly address sexualized violence2 on campuses. These
efforts have included the development of specific institutional policies, education, prevention
and training programs, survivor-focused support and resources, as well as investigation and
adjudication procedures.
In 2015, UVic President Jamie Cassels informed the Board of Governors and Senate that a process
was being developed to review how the university was responding to incidents of sexualized
violence and consultations were undertaken with the British Columbia government and with
relevant groups on campus to determine the appropriate process. In April 2016, President Cassels
publicly announced the launch of the sexualized violence review process at UVic. Acknowledging
that sexualized violence is a significant issue both on our campus and in the wider community
and despite the existence of various policies and programs pertaining to sexualized violence
education, support, and response at UVic, he stressed that the time had come to take action
and move towards the formulation of a sexualized violence policy that addresses the issue
more specifically, directly and effectively.3
To assist in accomplishing this goal, President Cassels invited twenty-one UVic members to sit on
a Working Group on Sexualized Violence Programs and Policy Development. This newly created
committee is not intended to be representative of all units or stakeholder groups on campus;
rather, it brings together students, staff, and faculty with specific and diverse expertise,
experiences, and perspectives related to sexualized violence (see Appendix 1 for Working Group
membership). The Working Group is mandated to make recommendations to the Vice-President
1
See, for example, Sexual Violence-Related Programs and Services: CAS Contextual Statement, Council for the
Advancement of Standards in Higher Education, August 2015 at
http://standards.cas.edu/getpdf.cfm?PDF=4BC0C492-DE80-F35D-5EFD35A5111CECFF.
2
While the Working Group has not yet finalized its definition of sexualized violence, it generally refers to any
unwanted acts of a sexual nature. For example, Queens University defines sexualized violence as any sexual acts
or acts targeting a persons sexuality, whether the act is physical or psychological in nature, that is committed,
threatened or attempted against a person without the persons consent, and includes sexual assault, sexual
harassment, stalking, indecent exposure, voyeurism, and sexual exploitation. Ryerson University defines
sexualized violence as [a]ny violence, physical or psychological, carried out through sexual means or by targeting
sexuality. This includes, but is not limited to sexual assault, sexual harassment, stalking, indecent exposure,
voyeurism, degrading sexual imagery, distribution of sexual images or video of a community member without their
consent, and cyber harassment or cyber stalking of a sexual nature. See Queens University, Sexual Violence
Policy (March 2016) at http://www.queensu.ca/secretariat/sexual-violence-policy; Ryerson University, Sexual
Violence Policy (June 2015) at http://www.ryerson.ca/policies/board/sexualviolencepolicy/.
3
Introduction from the President, Sexualized Violence Programs and Policy Development Process at
http://www.uvic.ca/info/sexualizedviolencepolicy/about/president-intro/index.php.
Page 4 of 35
Academic and Provost and the President on sexualized violence policy, practices, and programs,
including interim measures, which will be forwarded to the Board of Governors by May 19, 2017
(see Appendix 2 for the Working Groups terms of reference). The main objectives of the project
are as follows:
Draft a clear and transparent campuswide policy on sexualized violence that,

at a minimum, covers students, staff, faculty, and visitors;
Review and recommend enhancements to UVics sexualized violence

education and prevention programs with an eye to educating all members of
the campus community about sexualized violence and to building an
environment of respect and consent on campus;
Identify and recommend program and response initiatives designed to

provide enhanced supports to survivors and those who have experienced
sexualized violence as well as to facilitate transparent investigation and
adjudication procedures, including the application of interim measures;
Ensure the alignment of all UVic policies related to sexualized violence.
In order to achieve these objectives, the Working Groups methodologies have included
conducting a literature review; an inventory of UVics existing policies, resources, programs, and
procedures; an examination of best practices and policies at other academic institutions in
Canada and, to a lesser extent, the United States; and extensive and ongoing consultations with
both on-campus and community groups.
This interim report provides an update on the
Working Groups progress over the last five
months at the halfway point of the research and
the first consultation phase of the project. While
the Working Group has carefully reviewed all of
the consultation input received thus far, it is not
possible to include all the information gathered in
this report. Rather, this interim report offers a
broad overview of the Working Groups working principles, research methodologies, and
consultation findings to date. It also offers some preliminary observations and recommendations
in the areas of education and prevention; support for survivors and those who have experienced
sexualized violence, and training in this area; and adjudication of and response to reports of
sexualized violence.
Page 5 of 35
2. Organizational Chart
In addition to the Working Group, chaired by Dr. Annalee Lepp, Chair of the Department of
Gender Studies, two subcommittees were also established in April 2016: a Consultation and
Research Subcommittee that early in the process developed comprehensive research and
consultation plans, and a Technical Policy Subcommittee which is tasked with advising the
Working Group on legal and administrative policy matters (see Appendices 3-6 for the
composition and terms of reference of the two subcommittees). Vice-President Academic and
Provost Dr. Valerie Kuehne is the Project Lead and holds responsibility for keeping the initiative
on track and ensuring that the Working Group is meeting its objectives. The following chart offers
an overview of the process, structure, and timeline of the project with a completion date set for
May 2017.
Page 6 of 35
3. BC Legislative Context and Ministry of Advanced Education Guidelines

In pursuing its year-long mandate, the Working Groups efforts are both governed by and extend
beyond British Columbias current legislative context. In 2015, communities of survivors, student
advocates, and service providers, frustrated that BC post-secondary institutions lacked robust
responses to sexualized violence on campuses, came together to push the provincial government
to develop binding legislation that would ensure that the post-secondary sector would engage in
an extensive sexualized violence policy development process.
On May 19, 2016, the Province of BC enacted Bill 23-2016, The Sexual Violence and Misconduct
Policy Act (the Act) that requires that all British Columbia public universities and colleges
establish and implement a [publicly available] sexual misconduct policy;4 the policy must
include prevention and response measures as well as procedures for students to make sexual
misconduct complaints or reports. Under this student-focused legislation, BC universities and
colleges are obliged to consult with students when creating their first sexual misconduct policy
and the latter must be in place by May 19, 2017. Each universitys policy must also undergo
review and, if deemed necessary, be amended at least once every three years; consultation
with students (and possibly others) is again required during the review process. Finally, the
presidents of BC public post-secondary institutions are obliged to report annually to the Board of
Governors on the implementation of the policy.5
The Act establishes a baseline for British
Columbia university campuses. From the start,
however, the Working Groups mandate
extended beyond legislative compliance in that
we were tasked with developing and
recommending a policy that includes all
members of the University of Victoria
community, who come from diverse
backgrounds and circumstances and fall into
various institutional categories: students
(undergraduate, graduate, and non-credit); post-doctoral fellows and grant-funded researchers;
faculty (research, teaching, continuing and term sessional instructors); staff (administrative,
4
The Act defines sexual misconduct to include a wide range of acts of a sexual nature, specifically: (a) Sexual
assault. (b) Sexual exploitation. (c) Sexual harassment. (d) Stalking. (e) Indecent exposure. (f) Voyeurism. (g) The
distribution of a sexually explicit photograph or video of a person to one or more persons other than the person in
the photograph or video without the consent of the person in the photograph or video and with the intent to
distress the person in the photograph or video. (h) The attempt to commit an act of sexual violence. (i) The threat
to commit an act of sexual violence. Bill 23-2016, Sexual Violence and Misconduct Policy Act at
http://www.bclaws.ca/civix/document/id/lc/billscurrent/5th40th:gov23-1, s. 1.
5
Ibid., s. 6.
Page 7 of 35
permanent and contract, unionized and excluded); and visitors. Given these realities, we also aim
to recommend education and prevention programs as well as clear, transparent, and consistent
protocols and procedures that acknowledge and are responsive to the full intersectional diversity
of the University of Victorias campus community and that take into account peoples complex
and varied positions within relations of power on campus. In other words, the Working Group
has adopted an intersectional understanding of sexualized violence, with intersectionality
defined as follows:
Intersectionality promotes an understanding of human beings as shaped by the
interaction of different social locations (e.g. race/ethnicity, Indigeneity, gender,
class, sexuality, geography, age, disability/ability, migration status, religion).
These interactions occur within a context of connected systems and structures of
power (e.g. laws, policies, state governments and other political and economic
unions, religious institutions, media). Through such processes, interdependent
forms of privilege and oppression shaped by colonialism, imperialism, racism,
homophobia, ableism and patriarchy are created.6
What this means is that every effort to address sexualized violence should be grounded in an
understanding that each persons experience will be affected by many factors, including their
sex, gender identity and expression, sexual
identity, family status, Indigenous, racial, or
ethnic background, language barriers, ability,
faith, age, socioeconomic status, as well as their
position within university structures and
hierarchies. We also contend that sexualized
violence does not exist or operate in a vacuum
and that acts of sexual violence can also be acts
of colonial violence, racism, sexism, ableism,
ageism,
classism,
homophobia,
and/or
transphobia.
In our view, such an expansive, all-inclusive, and nuanced approach and engagement creates the
conditions for institutional responsibility and accountability that goes beyond Ministry of
Advanced Education requirements and the need to attend to institutional risk. It also creates the
conditions for building a deeper and lasting environment of respect and consent at the University
Olena Hankivsky, Intersectionality 101, Institute for Intersectionality Research and Policy, Simon Fraser
University, April 2014.
Page 8 of 35
of Victoria and for providing comprehensive, consistent, and appropriate resources and supports
to all university members who are affected by sexualized violence.
On August 25, 2016, the BC Ministry of Advanced Education released a series of draft guidelines
in a document entitled Preventing and Responding to Sexual Misconduct at British Columbia PostSecondary Institutions: A Guide for Developing Policies and Actions. The guidelines are intended
to assist post-secondary institutions in the development of policies and procedures to support
their ongoing efforts to prevent sexual misconduct and to respond to incidents when they
occur.7 The document contains general background information on campus sexualized violence
as it pertains to students and on barriers to disclosure and reporting; advice on complying with
the Act; guidance on key definitions and
suggested wording; and instructions on the
core elements that should be incorporated in
universities sexualized violence policies,
protocols, and procedures. Thus far, the
Working Groups policy approach is aligned
with the Ministry of Advanced Educations
draft guidelines and recommendations. The
document also provides useful advice on
specific and more complex issues, such as the policys jurisdictional scope, interim measures and
safety planning, confidentiality and information sharing, and the importance of addressing cyberfacilitated sexualized violence.
4. The Working Groups Process and Progress
The Working Groups first meeting was held on May 5, 2016. Thereafter, the Working Group and
its two subcommittees have met on a biweekly basis. This rigorous schedule of regular meetings
will continue at least until January 2017 (see Appendix 7 for a summary of meeting dates and
agenda topics). Under the leadership of the Vice-President Academic and Provost, the Working
Group committed to an open and transparent process. A website on the sexualized violence
policy review was created and widely publicized as a source of information on the project,
including ways to engage in the consultation process and summaries of the Working Groups
meetings (see http://www.uvic.ca/info/sexualizedviolencepolicy/index.php).
a. Working Group Guiding Principles
At the outset of the project, Working Group members acknowledged that the work with which
we were charged would, at times, be personally challenging and emotional. They also recognized
7
British Columbia, Ministry of Advanced Education, DRAFT Preventing and Responding to Sexual Misconduct at
British Columbia Post-Secondary Institutions: A Guide for Developing Policies and Actions, 3.
Page 9 of 35
that Working Group members might hold differing perspectives on sexualized violence and,
similarly, that Working Group members and consultation participants might hold divergent
viewpoints. As a consequence, the Working Groups first undertaking was to develop an agreed
upon series of principles that would guide and inform our work in both contexts (see Appendix
8).
In the set of Working Group principles, we articulated our commitment to being survivor-centred,
solutions-focused, as well as transparent and
accountable in our work. We also stressed our
dedication to respectful dialogue and
active, open, and non-judgmental listening
to all perspectives so that all Working Group
members and consultation participants are
heard and feel heard. We also acknowledged
that all consultation participants are situated
in power relationships and thus we are committed to creating spaces where they are able to
voice their perspectives and share their experiences without risk of consequences. Finally, we
recognized that everyone is differently impacted by sexualized violence and faces different
barriers to disclosure and reporting and hence the Working Group would work to seek out and
value a diversity of perspectives. Our discussion of principles also touched on the importance and
power of language and the terminology we use in our work on sexualized violence. For example,
the Working Group chose to refer to those who have experienced sexualized harm as survivors
and those who have experienced sexualized violence, given that not everyone identifies with
the commonly used term survivor and in order to respect how people make sense of and
understand their own experiences.
b. Working Group Symposium and Training
At the suggestion of one Working Group member and in order to facilitate the development of a
deeper understanding of sexualized violence in the university context, barriers to disclosure and
reporting, and good response practices, the Working Group organized a half-day symposium
which took place on June 16, 2016.
Invited presenters included representatives from the Victoria Sexual Assault Centre (VSAC);
Ending Violence Association of British Columbia (EVA BC); the Sexualized Violence Task Force, an
on-campus collective of individuals who have experienced and experience sexualized violence;
and the Anti-Violence Project (AVP), the mainly student-focused sexual assault centre on campus.
Based on 266 responses to a 2016 anonymous on-line survey conducted by the Sexualized
Violence Task Force, one presentation focused on UVic students experiences of sexualized
violence on and off campus, barriers to reporting incidents, and the nature of respondents
Page 10 of 35
experiences with on-campus support services (about half of them indicated that they had had
negative experiences). It also offered recommendations on what needs to change at UVic in the
areas of policy development, preventative education, the support of survivors and those who
have experienced sexualized violence, and adjudication procedures and disciplinary sanctions.
Other presentations emphasized the need for survivor-centred and trauma-informed practices
when supporting those who have experienced sexualized violence.8 AVP and VSAC also shared
important information about the types of educational and support resources each provides and
EVA BC presented the much-cited recommendations contained in its document, Campus Sexual
Violence: Guidelines for a Comprehensive Response released in May 2016. In preparation for inperson consultations, a number of Working Group members also participated in a two-hour AVPfacilitated support training workshop held in late June.
c. Policy Development: Research Plan
Research has been integral to the work of the Consultation and Research Subcommittee and the
Working Group. At the outset of the project, Kyle McNeill, the Working Groups Policy Project
Officer, developed a comprehensive research plan. It identified key areas that required further
research so that the Working Group could make informed policy statements and program
recommendations pertaining to sexualized violence. These included conducting research on and
developing definitions of key terms such as consent, consent culture, sexualized violence, sexual
harassment, sexual assault, intersectionality, colonialism, etc. It also indicated the need to tackle
questions related to confidentiality, the scope and jurisdiction of the sexualized violence policy,
disclosure and reporting, immediate and long-term assistance, interim measures, as well as
investigation and adjudication processes.
This research work has involved reviewing the growing literature on sexualized violence on
university campuses and comparing other universities definitions of key terms, policies, and
procedures. It has also entailed developing an in-depth understanding of UVic processes and
practices as they pertain to sexualized violence under related policies and identifying any gaps
and challenges associated with them.
d. Policy Development: Other Institutions Policies and Identification of Policy Elements
As part of formulating a policy on preventing and responding to sexualized violence, the Technical
Policy Subcommittee and the Working Group reviewed other post-secondary institutions
8
Survivor-centred and trauma-informed approaches incorporate an understanding of the impact of sexual

violence on a [persons] life, and in the development of all aspects of service delivery. These services emphasize
trust and collaboration between survivors and professionals and prioritize safety, choice and control of survivors to
minimize re-victimization and facilitate recovery and empowerment. Cecilia Benoit, Leah Shumka, Rachel Phillips,
Mary Clare Kennedy, and Lynne Belle-Isle, Issue Brief: Sexual Violence Against Women in Canada (Ottawa, ON:
Government of Canada, Status of Women Canada, December 2015), 28.
Page 11 of 35
sexualized violence policies across Canada and the United States. (See Appendix 9 for the
complete comparison chart). The comparison chart focuses on policy elements and contains only
a brief overview of any attendant procedures.
This approach was taken in order to benchmark comparator institutions and to identify good
practices that the Working Group may wish to incorporate into the draft policy. As such, this
comparison will inform our drafting process for example, if a particular policy element appears
in many other policies, it indicates that we should consider including it in ours.
The Working Group chose nine post-secondary institutions from Canada and two from the United
States as our comparator group. The Canadian institutions were chosen because of their robust
sexualized violence policies. Several were developed by Ontario universities, which are governed
by equivalent legislation to BCs Bill 23.9 Others include BCIT, the only BC university that has
implemented a sexualized violence policy, as well as UBCs draft policy. We chose two American
universities as well Columbia University and Harvard University. Post-secondary institutions in
the US are bound by federal legislation, including Title IX and the Jeanne Clery Act, which requires
them to develop responses to sexualized violence directed against students. The Harvard Faculty
of Arts and Sciences was chosen because it adopts Harvards institution-wide policy and expands
on it in a way that made it a more fulsome comparator to the other ten institutions.
This review identified common elements, key terms, and policy approaches that the Working
Group will consider when drafting UVics policy. Some common policy elements include:
Definitions of consent, sexual assault, sexual harassment, and

university community member;
A statement that the institution takes sexualized violence seriously and a

commitment to a safer campus where sexualized violence is not tolerated;
A commitment to support survivors and those who have experienced

sexualized violence and to respect their right to decide what (if any) action to
take;
An acknowledgement that anyone can experience sexualized violence and

that the policy applies regardless of a persons sex, sexual identity, gender
identity and expression, racial, ethnic, religious, or class background, ability,
relationship status, position within university structures and hierarchies, etc.;
Ontarios Bill 132, the Sexual Violence and Harassment Action Plan Act (Supporting Survivors and Challenging
Sexual Violence and Harassment), was introduced into the Legislature in October 2015. It was given royal assent on
March 8, 2016. Schedules 3 and 5 to this Act, which come into force in January 2017, require all public and private
post-secondary institutions in the province to have sexual violence policies. See the status of the Bill at
http://www.ontla.on.ca/web/bills/bills_detail.do?locale=en&BillID=3535&detailPage=bills_detail_status; and read
the full text at http://www.ontla.on.ca/bills/bills-files/41_Parliament/Session1/b132ra.pdf.
Page 12 of 35
10
11
A scope that applies to all university community members, which could

include contractors, third parties, external organizations, volunteers, and
visitors and to all actions that take place on or off campus as long as they are
connected to a university program or activity or impact the universitys
learning, working, or living environment;
A confidentiality statement that explains why confidentiality is necessary and

why all persons confidentiality needs to be protected to the extent possible
within legal limits;
A commitment to implementing sexualized violence awareness, prevention,

and training programs, educating the campus community about the policy
and available services, and promoting an environment of respect and
consent;
A statement that vests responsibility for policy implementation and review in

a specific on-campus unit this may include responsibility for education and
training, receiving disclosures and reports and coordinating the support of
survivors, witnesses, etc., assisting individuals in accessing services and
academic concessions and accommodations, and helping individuals navigate
university and/or external processes;
Provisions for individuals to receive support and accommodation from the

university without requiring them to make a formal report;
A statement that respects the individuals right to choose how (or if) to
proceed with an investigation and adjudication however, the university may
be required to take action without an individuals consent due to legal or
policy requirements (for example, the university may be required to act when
a person under 19 years old has been or is likely to be sexually harmed or
exploited and the childs parents are unable or unwilling to protect the child10
or when there is workplace violence11) and, in these cases, survivors can
choose to be fully informed and supported;
Descriptions of reporting options, where and how to make a formal report to

the university, and how the university will handle reports it receives;
A commitment to investigating all reports of sexualized violence and

disciplining those who are found responsible;
A commitment to ensuring procedural fairness and natural justice and

protecting the rights of all parties involved in an investigation and
adjudication;
Child, Family and Community Service Act, RSBC 1996, c 46, s. 14 (1).
University of Victorias Policy on the Prevention of Violence in the Workplace (SS9120).
Page 13 of 35
A statement that prohibits retaliation against anyone who discloses or reports

sexualized violence or who is involved in any process under the sexualized
violence policy;
A description of how the policy integrates with other institutional policies (e.g.
discrimination and harassment, non-academic misconduct, and violence and
threatening behaviour policies) and collective agreements;
A description of how policy integrates with applicable laws such as the

Freedom of Information and Protection of Privacy Act,12 the Human Rights
Code,13 and the Criminal Code;14
A description of individuals and units responsibilities under the policy; and
A review cycle and process for revising the policy.
e. Policy Review: Related UVic Policies

Consistency across the institutional policy portfolio is another important area of concern. Other
university policies, such as the policy on Resolution of Non-Academic Misconduct Allegations
(AC1300), the Discrimination and Harassment Policy (GV0205), the policy on Violence and
Threatening Behaviour (SS9105), and the Residence Community Standards, will also need to be
revisited and redrafted in order to fit with the new policy on sexualized violence prevention and
response.
In June/July 2016, representatives from Student Life, Campus Security, Equity and Human Rights,
and Human Resources gave presentations to the Working Group on Non-Academic Misconduct,
Violence and Threatening Behaviour, and Discrimination and Harassment as well as on the
Prevention of Violence in the Workplace Policy (SS9120). The presenters provided policy
comparisons, identified gaps, inconsistencies, and challenges, and pinpointed changes that need
to be made especially to three main university policies: Non-Academic Misconduct, Violence and
Threatening Behaviour, and Discrimination and Harassment. As a policy priority, a committee has
been formed to address these alignment questions and it began to meet in September. Another
area that requires further attention is ensuring that the sexualized violence policy and program
recommendations intersect appropriately with existing union contracts, including PEA, CUPE 951,
917, and 4163, as well as the Faculty Association Collective Agreement.
f. Consultation Plan and Process
From its inception, the Working Group recognized that to fully understand the impact that
sexualized violence has on diverse groups of students, staff, and faculty at UVic, the universitys
12
Freedom of Information and Protection of Privacy Act, RSBC 1996, c 165.

Human Rights Code, RSBC 1996, c 210.
14
Criminal Code, RSC 1985, c C-46.
13
Page 14 of 35
current approach to education, prevention, support, and adjudication, and the issues, gaps, and
challenges that affect existing approaches and systems, we would need to engage in an extensive
and wide-ranging consultation process. It was decided that, during the first phase of
consultations (June to November 2016), the consultations would, at a minimum, involve
anonymous written submissions and in-person meetings with on-campus and relevant
community-based individuals, units, and groups.
In developing the consultation plan and
methodology, the Working Group first focused on
devising a protocol should someone disclose an
incident of sexualized violence during the inperson consultations. We first alerted the heads of
various units, offices, and organizations on and off
campus (Student Affairs, Campus Security, Human
Resources and EFAP, Equity and Human Rights
Office, Faculty Association, staff unions, UVSS,
GSS, AVP, student advocacy groups, and VSAC) in early June, indicating that the Working Group
would be commencing in-person consultations and that they may be called on to provide
participants with the support that they needed. We also consulted various resources that offer
guidelines on supporting survivors and those who have experienced sexual violence and
developed a set of survivor-centred and trauma-informed guiding principles for consultation
team members (see Appendix 10 for the consultation protocol).
The Working Group also undertook a stakeholder mapping exercise with particular attention paid
to seeking out a diversity of intersectional perspectives, including those of women, queer and
gender non-binary persons, international students, persons with disabilities, Indigenous peoples,
and members of racialized groups given their specific vulnerabilities to sexualized violence and
their particular support needs. We then finalized the methodology for the first phase of
consultations as well as the consultation questions (see Appendix 11 for Letter of Information).
The first consultation phase has focused on gathering information and input from key
stakeholders both on and off campus who were identified by the Working Group during the
stakeholder mapping process. Most of the stakeholders were contacted in the week of June 13
and were invited to respond to a series of open-ended questions either during in-person
meetings or through written submissions using an on-line form publicly available on the projects
website (see http://uvic.fluidsurveys.com/s/SVPReview/). The number of completed or
upcoming in-person consultations has grown to 80 with another 24 stakeholders contacted with
consultations pending. We have received 14 written submissions via the policy review website
from faculty members, students, staff, alumni, a student advocacy group, and external agencies,
Page 15 of 35
a number that we hope will increase after this interim report is released. (See Appendix 12 for
the consultation stakeholder lists.15)
The consultation questions cover such issues as the use of the working term sexualized
violence; awareness of existing sexualized violence policies, resources, and/or supports at the
University of Victoria; and how UVic can reduce incidents of sexualized violence and better
respond to incidents when they occur. They also seek input on barriers to disclosing and reporting
and how UVic could better communicate options to students, staff, and/or faculty on a campuswide sexualized violence prevention and education strategy and on essential policy elements.
Operating on the principle that addressing sexualized violence at UVic should be a collective
responsibility, we are asking units, organizations, teams, collectives, and individuals how they
might contribute to building an environment
of respect and consent on campus.
During the consultations thus far, we have
been especially struck by the fact that all
participants have expressed a high level of
commitment to the work of more effectively
addressing and responding to sexualized
violence at UVic and to playing an integral role
in this campus-wide initiative.
g. Importance of Language
From its very first meetings and throughout the consultation process thus far, Working Group
members and participants have emphasized the importance of language. Language has the
power to be violent, to other, to silence, and to perpetuate myths about sexualized violence.
Thus, UVic has a duty to eliminate any confusing and contradictory language in its policy and
programming and adopt consistent terminology that is sensitive to survivors and those who have
experienced sexualized violence. The terms chosen should be clear to those who wish to
understand the campus-wide policy on sexualized violence and empowering to those who decide
to disclose or report an incident of sexualized violence.
The Working Group has chosen the term sexualized violence as the working term for the
consultation process. During our consultations, we have asked participants what their
understanding of the term is and have discussed possible alternatives. The BC Act, for instance,
uses sexual misconduct as the umbrella term to describe the spectrum of unwanted acts
physical, verbal, or psychologicalthat are sexualized in nature, including sexual assault, sexual
15
It is important to acknowledge Nadine Burns efforts in undertaking the painstaking work of scheduling these inperson consultations, which often involved juggling multiple schedules.
Page 16 of 35
harassment, stalking, indecent exposure, voyeurism, distribution of images without consent, and
attempts to commit such acts.
During the consultations, some participants expressed concerns about the use of the term
sexualized violence. They argued that, at face value, the term seems to denote a narrow range
of violent actions and harms. For them, there is a danger that students, staff, and faculty may not
see their experiences reflected in the term if not fully aware of or informed about the broad
spectrum of unwanted actions it encompasses. This, in turn, could create a barrier to disclosing
or reporting.
Others, however, maintained that sexualized violence accurately signifies the violent nature of
a range of unwanted acts and, as a more powerful and less individualized term than, for example,
sexual misconduct, it registers the ways in
which sexualized violence is about exerting
power and control. It also signals that
sexualized violence is a community problem
requiring a community response. One
student group also emphasized that the
university should not underestimate students
ability to understand the term and to rise to
the definition.
Nevertheless, and no matter what term is adopted, those consulted thus far have stressed that
the definition of the chosen term must be accessible, clear, and communicated widely. The same
applies to consent and any other terms that are relevant to UVics sexualized violence policy and
program recommendations. A group of international students further suggested that it would be
useful to translate the definitions of key terms, including sexualized violence and consent, into
multiple languages.
The Working Group intends to complete the full first phase of consultations before we settle on
final definitions of all fundamental policy concepts. This strategy allows for ongoing, open, and
honest discussions about terminology during the first phase of consultation meetings.
h. Barriers to Disclosing and Reporting
Another consultation question asked participants to reflect on what barriers to disclosing or
reporting incidents of sexualized violence they or the campus populations they work with
experienced, especially given that research indicates that underreporting is extremely common.
In order to reduce the barriers to disclosure and reporting, it is important to understand what
structural and other barriers currently exist and to create an environment in which survivors and
Page 17 of 35
those who have experienced sexualized violence feel comfortable and safe enough to come
forward.
While some identified barriers, such as shame, guilt and embarrassment or concerns about
not being believed or being blamed,16 are generally recognized as fairly persistent regardless of
an individuals gender identification or social location, research suggests that members of diverse
social groups can experience specific barriers. For example, women are more likely to fear
retaliation by the perpetrator or may be tied to that individual in ways that potentially create
barriers to disclosure (such as intimate or familial relationships and financial ties). In contrast,
men may fail to report sexualized violence because coming forward is perceived as jeopardizing
their masculine self-identity and hence feelings of shame and silencing can be exacerbated.17
For international students or visitors, cultural
and language barriers may create significant
obstacles.18 Members of marginalized groups
who experience various forms of discrimination
(on the basis of Indigeneity, race, disability,
gender expression, sexual identity, etc.) are not
only more likely to experience sexualized
violence, but they may also have very valid
reasons to fear or mistrust those in positions of
authority, including police, and to worry that
they will be subjected to further discrimination
and harm if they disclose or report.
In a university context, these barriers, together with peer stigma and structural power
relationships, can play a significant role in determining whether or not an individual will disclose
or report an incident of sexualized violence.
Based on our consultations thus far, the following examples illustrate some of the barriers that
are specific to the university context:
The graduate student whose relationship with their supervisor is entangled

with their research grant or scholarship funding and future academic and
professional success;
16
British Columbia, Ministry of Advanced Education, DRAFT Preventing and Responding to Sexual Misconduct at
British Columbia Post-Secondary Institutions: A Guide for Developing Policies and Actions, 8.
17
Marjorie R. Sable, Fran Danis, Denise L. Mauzy, and Sarah K. Gallagher, Barriers to Reporting Sexual Assault for
Women and Men: Perspectives of College Students, Journal of American College Health 55, 3 (2006): 160.
18
Ibid., 159.
Page 18 of 35
The undergraduate student who does not want their parents to be notified or
to be moved from their living situation;
The student or faculty member who mistrusts university processes after

reporting experiences of racism which were not taken seriously;
The first year student living in residence who wants to fit in and find
community and does not want to be seen as a trouble-maker;
The varsity athlete who does not want to risk their team placement or the
teams reputation;
The co-op student who does not want to jeopardize their job placement or
academic and career trajectory;
The faculty or staff member or graduate student whose reporting structure

and hostile working or research environment causes them to fear reprisal for
coming forward;
The faculty member or graduate student who does not report because they
feel that no disciplinary action can or will be taken against a tenured faculty
member; and
The international student who does not proceed with a disclosure or report
due to vulnerabilities associated with residency and/or financial status,
cultural strictures, and self-blame.
There were also concerns expressed by UVic students, staff, and faculty about losing control over
the process or not wanting to get another person into trouble. Common myths about sexualized
violence19 and confusion about whether their experiences constituted sexualized violence could
also create barriers to disclosing or reporting.
Furthermore, many members of the campus community we spoke to are not clear about where
to make a report or obtain the support they need. Recent negative media coverage on UVics
response to incidents of sexualized violence as they pertained to students in particular may also
deter some from coming forward. One student advocacy group identified the length of the formal
investigation process as a significant barrier to reporting. In their estimation, the time and energy
required to move through the process may be overwhelming for students when added to regular
classes, paid work, and other commitments.
19
For information on common myths about sexualized violence, see Dispelling The Myths About Sexual Assault,
Ontario Coalition of Rape Crisis Centres at http://www.sexualassaultsupport.ca/page-535956), Common
Misconceptions about Sexual Assault, Victoria Sexual Assault Centre, Victoria, BC at http://vsac.ca/myths/, and
Myths, Anti-Violence Project, University of Victoria at https://www.antiviolenceproject.org/prevention/myths/.
Page 19 of 35
Another factor, which could be understood as a barrier, is that members of the campus
community, both survivors and those receiving information, may not fully understand the
difference between disclosing and reporting sexualized violence.
There is an important distinction between
disclosing (i.e., telling someone about what has
happened) and reporting (i.e., making an official
or formal report to the authorities [or to a
designated person on campus]).20 A survivor,
however, may think that they are reporting an
incident of sexualized violence when the person
receiving the information interprets it as a
disclosure. In this situation, a survivor may not
want to retell their story and submit a formal
report.
During the consultations, participants emphasized that survivors and those who have
experienced sexualized violence usually disclose to someone they trust. Consequently, the
provision of baseline information to every member of the campus community about how to
receive a disclosure in a way that is survivor-centred and trauma-informed will help to diminish
this confusion. For those wishing to make a formal report, such baseline information will also
better ensure that they are able to do so in an informed manner.
5. Moving Forward
While the Working Group is now at the halfway point of the first consultation phase, we have
made significant progress in our work and have learned a great deal. Through the completed
research, in-person consultations, and written submissions, we are gradually gaining a clearer
and more comprehensive understanding of UVic as an institution, including existing sexualized
violence educational and prevention programs, the supports and resources available to survivors
and those who have experienced sexualized violence, and the investigatory and adjudication
processes especially as they pertain to students.
Unfortunately, it is not possible to capture the depth of what we have heard during the
consultations in this interim report. The Working Group will continue to engage in research,
conduct in-person consultations, and receive written submissions until early November 2016.
20
Ending Violence Association of BC (EVA BC), Campus Sexual Violence: Guidelines for a Comprehensive Response
(Vancouver, BC: Ending Violence Association of BC, 2016), 11 at
http://endingviolence.org/wp-content/uploads/2016/05/EVABC_CampusSexualViolenceGuidelines_vF.pdf
Page 20 of 35
The draft policy and program recommendations are expected to be released in January 2017 and
the latter will be the focus of a second round of consultations between January and March 2017.
At this point in the project, the Working Group recommends a framework for a comprehensive
UVic sexualized violence strategy. Based on our research and consultations thus far, we have
identified three broad categories in this framework:
Education and prevention;
Support for survivors and those who have experienced sexualized violence;
Response to and adjudication of reports of sexualized violence.
In all of these areas, we recommend that all efforts should be guided by the principles of
institutional responsibility and leadership authentically invested, transparency and consistency,
accountability to those affected by sexualized violence, as well as fairness and impartiality in the
investigation and adjudication of incidents of sexualized violence. In addition, when deemed
appropriate, learning opportunities should be made available to those accused of sexualized
violence or those found responsible for causing harm.
We also reiterate that sexualized violence should not be understood as existing in a vacuum, but
is linked to systemic inequalities and forms of discrimination rooted in colonialism, racism,
sexism, ableism, ageism, classism, homophobia, and/or transphobia. Research indicates that
education and initiatives that address these forms of discrimination contribute significantly to
reducing barriers to disclosing and reporting.21
a. Education and Prevention
The Working Group has devoted considerable attention to education and prevention at this
stage of its work. This work has included exploring how best to educate student, staff, faculty,
and visitor populations in a comprehensive way about sexualized violence and the values and
expectations that UVic upholds so as to prevent incidents of sexualized violence and build an
environment of respect and consent.
Our research and consultations have revealed that, given the number of sexualized violence
educational initiatives being developed, which are particularly directed at undergraduate
students, it is difficult to stay abreast of this dynamic environment. Based on research conducted
by the Working Group, the following provides a snapshot of the current sexualized violence
educational and prevention landscape at UVic.
21
Sable et al., Barriers to Reporting Sexual Assault for Women and Men: Perspectives of College Students, 160.
Page 21 of 35
Undergraduate and graduate students together represent the largest population on campus. The
Division of Student Affairs provides sexualized violence prevention education primarily through
the Office of Student Life and Residence Services and has identified peer-to-peer programs,
promotional events, and incentives for participation as effective ways to engage students.
The Student Life website provides videos, information on
consent, how to provide support, how to find help, and
education and awareness programming. The new-student
orientation handbook contains information on consent
and safer sex packages are provided at events throughout
the year. Information on consent is included at the Sexual
Health and Guidance Week information fair. In the past,
Residence Services has offered professional development
sessions about healthy relationships to student
community leaders, sent emails to students in residence
throughout the year to inform them about supports available, and, in September 2015, the UVSS
worked with Residence Services to provide all residence students with door hangers about
consent and related key chains on residence move-in day. Campus Security provides crime
prevention education and personal safety planning to Residence Life staff and during student
orientation.
In the fall of 2015, Student Affairs offered bystander intervention training to student leaders that
included handouts on community and university resources and support. Bystander intervention
training can be powerful and empowering and is being expanded during the 2016/2017 academic
year with the goal of reaching 1000 undergraduate and graduate students.
University of Victoria Students Society (UVSS), the Anti-Violence Project, and other communitybased groups engage in grassroots advocacy around sexualized violence on campus. In 2013, the
UVSS and the Anti-Violence Project developed and began collaborating on the Lets Get
Consensual campaign, which aims to address the prevalence of rape culture and sexualized
violence on campus. In 2014, the Office of Student Affairs approached AVP and the UVSS to
create a partnership through the existing Lets Get Consensual campaign. Through this
partnership, the UVSS, AVP, and Student Affairs piloted Sexualized Violence Awareness Week
(SVAW) in mid-September. Now in its third year, SVAW includes free events as well as education
and prevention programming on campus to encourage conversations about consent in the first
month of the academic year. Through the Lets Get Consensual campaign and SVAW, the AntiViolence Project also promotes various workshops on support, consent, and sex positivity.
Page 22 of 35
Other UVSS/AVP and Student Affairs collaborations have involved the production of a series of
bystander intervention and consent videos posted to various social media sites and the UVic
Men Against Rape poster campaign. Additional uses of social media include regular updates on
the Lets Get Consensual Facebook page, blog posts about healthy relationships by student
mental health bloggers, and promotion of sexualized violence education and prevention events
on the Student Mental Health Facebook page. The recently established Changing the Culture of
Substance Use Committee, which comprises various units in Student Affairs including Counselling
Services and Residence Services, intends to explore strategies for decreasing harm associated
with substance use.
Staff and faculty members may experience sexualized violence, observe significant or
uncharacteristic changes in a students behaviour, or be someone to whom a student or
colleague discloses. While the Sexualized Violence Awareness Week and other initiatives aimed
at students can help to raise general awareness of all campus members, there is no comparable
campaign on prevention and education targeting staff and faculty.
All faculty, staff, and students are covered by the universitys Discrimination and Harassment
Policy (GV0205) that includes information about appropriate conduct. The Equity and Human
Rights Office offers workshops upon request to university departments and units on such topics
as human rights, discrimination and harassment, anti-racism and homophobia, and inclusivity.
The Office of the Vice-President Academic and Provost offers workshops through academic
leadership initiatives that are located in the Diversity Advisor to the Provosts portfolio for senior
leaders, faculty, and librarians. Annual workshops include Having Difficult Conversations,
Managing Conflict, and Managing Accommodation; by working through case studies, these
job-related skills development workshops provide information about appropriate behaviour,
discrimination, harassment, racism, homophobia, mental health, accommodation, and
sexualized violence. Deans and Associate Deans have an opportunity to participate in dedicated
day-long retreats that include interactive workshops that address these topics.
Human Resources offers a wide range of courses for staff, but does not provide any courses
specific to sexualized violence prevention and education. Some units the Working Group has
consulted with thus far, such as Counselling Services, Student Services, Residence Services, and
the Libraries, encourage their staff to take training in sexualized violence intervention and
response.
For example, Residence Services has, for many years, trained their student staff (community
leaders and residence life coordinators) on how to respond to emergency situations, including
incidents of sexualized violence. The goal is to ensure that student staff are able to make referrals
to various resources and supports available at UVic, including Residence Services professional
Page 23 of 35
staff, Counselling, Health Services, and Campus Security, as well as off-campus community
resources.
During the consultations, the Working Group heard about a range of sexualized violence
educational programming currently available to undergraduate and graduate students in
particular and learned about some of the work being done to educate faculty and staff about
sexualized violence. The university would,
however, benefit from greater coordination
of educational information about sexualized
violence across campus. In other words, we
have
ascertained
that
units
are
independently managing their own
initiatives and there is no central strategy or
consistent messaging. We have also become
very cognizant of the fact that diverse
student, staff, and faculty populations have
significantly different educational needs.
Given the complexity of the campus community and the multiple and intersectional power
relations in which students, staff, and faculty at UVic are situated both on and off campus, it is
evident that no single initiative/unit can do the campus-wide educational and prevention work
alone.
Education about sexualized violence should be consistent and coordinated (grounded in a
common understanding definitions, principles, learning outcomes, recognition of intersectional
and other barriers, power relationships, etc.), but it also needs to be specific, targeted, and
accessible to diverse campus populations. Sexualized violence education must also be reinforced
in multiple contexts and initiatives should be reviewed/assessed/renewed on an annual basis. A
shift in the environment on campus and in individual units needs to be built; it cannot be
legislated or mandated.
b. Preliminary Recommendations Regarding Education and Prevention
In light of the above observations, the Working Group recommends a three-phased approach to
education and prevention. It would be designed to communicate a consistent message about
UVics expectations, support options, and responses to sexualized violence to all members of the
university while developing tailored programming for specific audiences based on engaged and
authentic collaborations with relevant and diverse campus communities. The overall goal is to
sequentially build a working, learning, living, and social environment in which all members of the
campus community understand that sexualized violence is unacceptable. It would also be
Page 24 of 35
designed to begin to cultivate a sense of institutional and collective responsibility to create an

environment in which consent and respect are foundational.
The three phases include:
Developing pre-arrival exercises and information;
Continuing and enhancing on-campus orientation programs;
Continuing and enhancing ongoing education.
In developing the three-phased education and prevention approach, the Working Group
compiled an inventory of existing educational programming for different campus populations
and discussed a number of new possible initiatives (see Appendices 14-16). The educational
programming inventory disaggregates student and employee groups, with the understanding
that some student groups have dedicated supports and that graduate students, for example,
often assume multiple roles (as student, teaching assistant, research assistant, and/or sessional
instructor).
The first phase (Appendix 13) is designed to communicate UVic values, expectations, and
commitment to promoting an environment of consent and respect before students, staff, and
faculty arrive on campus. Based on evidence that suggests that incoming undergraduate,
graduate, transfer, and non-credit students only absorb a portion of the often overwhelming
amount of information presented to them during their September on-campus orientation,22 all
incoming students would be required to complete pre-arrival exercises, which would be
presented via a dynamic, tailored, on-line, and social media-based orientation program. For
employees (faculty and staff), information provided before they apply for or start a new position
at UVic would communicate and emphasize organizational values, professional expectations, and
individual accountability.
The pre-arrival orientation program directed at undergraduate and graduate students would
provide positive and baseline information on what it means to be a UVic student, a component
of which would focus on UVic commitment to inclusion and diversity, students social
responsibilities, harm reduction as it pertains to alcohol and substance use, the importance of
consent and respect, and students accountability to these values. A component of the pre-arrival
orientation program would also include on-line information (learning modules, targeted web
pages, etc.) for parents and guardians, particularly of undergraduate students, that would focus
22
During one of the consultations, one international graduate student also noted that students who are admitted
into UVic in January or May do not receive any or do not receive the same level of orientation as those who begin
their programs in September. Hence, pre-arrival information would ensure that these student cohorts have access
to essential information on-line.
Page 25 of 35
on transitional issues and sexualized violence. In the case of new administrators, faculty
members, sessional instructors, staff hires, grant-funded researchers, and other employed
individuals, the provision of pre-arrival information could involve the inclusion of a UVic
statement of values on all employment opportunities webpages, on all job postings, and in the
information packages given to prospective employees.
Building on baseline information provided to students, staff, and faculty in the pre-arrival
education and prevention phrase, the second phase (Appendix 14) would involve enhancing and
strengthening existing on-campus orientation programming for new administrators, faculty and
staff members, and undergraduate and graduate students. The participation of as many units
and groups on campus as possible would ensure that consistent and tailored information about
sexualized violence and consent, available support and resources, and adjudication processes is
disseminated broadly to different audiences. For
example, dedicated support units for specific
groups of undergraduate and graduate students
(such as the Resource Centre for Students with a
Disability, Indigenous Affairs, and International
Student Services) tend to play a central role in
orientation programming, as do academic units
in the case of graduate students. Continuing
Studies assumes responsibility for the
orientation of large cohorts of non-credit English
language students.
During the consultations, the Working Group also heard that undergraduate students in
particular prefer interactive information (as opposed to newsletters and pamphlets) and hence
education initiatives could include drills, theatre performances such as Theatre of the
Oppressed, or social media apps. In this phase, university employees would receive unit-level
orientation and could partake in orientation workshops offered by Human Resources, Faculty
Relations, or the Learning and Teaching Centre, among others.
The third education and prevention phase (Appendix 15) signals the importance of ongoing
education. It would involve evaluating and strengthening existing educational programming and
enhancing capacity in relevant units. For example, as indicated by one Residence Life staff
member during one of the consultations, enhanced education for undergraduate students living
in residence could include critical work on healthy relationships with practical applications and
scenarios. In addition, the work of ongoing education would also involve addressing educational
gaps and reaching the broader campus community. For example, longstanding faculty and staff
members would be encouraged to participate in sexualized violence workshops or complete onPage 26 of 35
line training, which could be modeled on the mandatory Annual Online Privacy Training for staff
members.23
The strength of the Working Groups proposed three-phased approach is that it builds on the
many active orientation and educational programs available at UVic with a view to enhancement,
consistency, and coordination. To facilitate these latter goals, we recommend that UVic hire a
highly qualified Sexualized Violence Education, Prevention, and Response Coordinator whose
primary responsibilities would be policy implementation. In addition to other accountabilities,
the Coordinator would initially:
Oversee and coordinate, in consultation with relevant on- and off-campus

groups, the development of the three-phased education program (pre-arrival,
on-site orientation, and ongoing education materials, workshops, and on-line
training); the mental health strategy could serve as a model and all new
initiatives should have a built-in review mechanism;
Work with the appropriate units to compile an annual list of all on-campus
workshops and training related to sexualized violence;
Work with the appropriate units to review existing on-campus materials,

workshops, and trainings and assess them based on clear learning outcomes,
what is working and what is not, what is missing and needs to be developed;
there should be a consistency of message, principles, training, etc.;
Work with the appropriate unit(s) on the development of a leadership

certificate program for undergraduate and graduate students (modeled, for
example, after programs at Simon Fraser University and MacEwan University)
as well as possibly for staff and faculty (through HR and the LTC) with a
significant sexualized violence education component; the training of campus
leaders and role models in this area would
contribute to building an environment of
respect and consent on campus and would
provide undergraduate and graduate
students with a significant experiential
learning opportunity.
The Working Group is not alone in making such a recommendation although we did reach it
independently. For example, the October 2016 issue of University Affairs indicates that since
2015, five Canadian universities (McMaster, Ryerson, Mount Royal, Queens, and Brandon) have
23
For information on the Annual Online Privacy Training for staff members, see
https://www.uvic.ca/universitysecretary/privacy/training/annualprivacytraining.php.
Page 27 of 35
created and filled jobs with a title like sexual violence prevention and education coordinator and
three or more institutions (Toronto, Brock, and MacEwan) have started hiring for this role.24
While UVic should prioritize education and prevention, a number of consultation participants
stressed the need for preventative education before undergraduate students reach the
university. They indicated that new students
entering UVic are generally not aware of the
spectrum of sexualized violence and do not fully
comprehend what consent entails. Therefore,
the Working Group also recommends that BC
post-secondary institutions continue to lobby
the provincial government to introduce
mandatory healthy relationship and sexualized
violence education in the K-12 school
curriculum.
c. Support for Survivors and Those Who Have Experienced Sexualized Violence
The Working Group has very recently turned its attention to the question of how UVic can provide
meaningful supports for survivors and those who have experienced sexualized violence. Our
research and consultations thus far indicate that, while survivors and/or those who have
experienced or witnessed an incident of sexualized violence may at some point seek professional
supports such as Counselling, Health Services, or legal advice, they often first disclose to a person
they trust or someone with whom they have a prior relationship. The person could be a friend, a
fellow athlete, a graduate administrative assistant, an instructor, a colleague, or someone in a
leadership position. What this means is that student advocacy group office coordinators; AVP
staff or volunteers; UVic staff (in units across campus, including residence community leaders,
Multifaith Services personnel, departmental program assistants, custodians); Vikes coaches; or
faculty members (chairs and directors, research and teaching faculty, sessionals) are all in a
position in which they could potentially receive a sexualized violence disclosure from a survivor
or witness. Given this reality, consultation participants from across the university stressed that
more information is needed on what to say, how to provide survivor-centred support, and whom
to contact if someone comes to them and shares their experience of sexualized violence.
The other critical issue that the Working Group has begun to discuss is what meaningful,
coordinated, and clearly designated campus supports might look like. While we have not yet
compiled a complete inventory of available on-campus and community support services for
24
More Universities Seeking Coordinated Response to Sexual Violence on Campus, University Affairs (October
2016): 33.
Page 28 of 35
students, staff, and faculty and the roles that each might play, nor have we fully mapped out
clear pathways or considered accessible and dedicated institutional structures, what we do know
is that survivors and those who have experienced sexualized violence who have attempted to
navigate existing on- and off-campus support services have often found the experience to be
overwhelming, confusing, and frustrating.
Based on our research and consultations thus far, the Working Group offers three main
observations, which will inform our recommendations with regard to support services for
survivors and those who have experienced or witnessed an incident of sexualized violence. These
include:
i. UVic has a responsibility to provide information to all community members on
how to respond to a disclosure, which is guided by a survivor-centred and
trauma-informed approach;
ii. The immediate and longer-term needs of every survivor or person who has
experienced sexualized violence are unique and hence the pathway through
their support options will also be distinctive;
iii.
In the case of a formal complaint that results in an investigation and an

adjudication, UVics approach to the provision of support should ensure that
there is a clear separation between those providing support and those
conducting the investigation. Furthermore, the provision of support should
extend well after the adjudication process is complete.
i. UVic has a responsibility to provide information to all community members on how to

respond to a disclosure, which is guided by a survivor-centred and trauma-informed approach
A survivor-centred approach means that the needs of the survivor or those who have
experienced sexualized violence are prioritized over the needs of the perpetrator or the
institution. Survivors and persons who have experienced sexualized violence are provided with
options and they are empowered to decide how to proceed based on the options available to
them. According to EVA BC, being trauma-informed within the campus context means
understanding the impacts of sexual violence and sexualized trauma on victims/survivors (and
others) and responding in a manner that promotes empowerment and recovery and minimizes
retraumatization.25
One consultation participant and researcher in this area noted that a traumainformed approach refers not only to the provision of trauma-based information to faculty, staff,
and others at UVic, but extends to include the incorporation of trauma-informed responses to
disclosure and other circumstances surrounding sexualized violence. Examples of this
25
EVA BC, Campus Sexual Violence: Guidelines for a Comprehensive Response, 22.
Page 29 of 35
include allowing the survivor the choice about how to proceed, including their voice in the
process by asking them what they want, and relinquishing control over the process to the
survivor whenever and as often as possible.26
The Working Group recognizes that many members of the UVic campus community may not be
familiar with survivor-centred and traumainformed approaches. As a result, we are
considering
various
options
for
disseminating accessible information to
anyone who might find themselves
responding to a sexualized violence
disclosure. The UVic Student Mental Health
Strategy27 has been discussed as a potential
model, especially its widely disseminated
Quick Reference Guide on Assisting Students in Distress;28 a similar guide on sexualized violence
response could, for example, be inserted into the existing mental health guide.
It has also become evident to the Working Group that many campus administrative and support
services units would benefit from deeper training on trauma-informed approaches. Consistent
training with a shared curriculum and foundational principles should be made available to
Campus Security, Residence Services, the Equity and Human Rights Office, Counselling Services,
Vikes coaches, and anyone who is likely to receive sexualized violence disclosures or
reports. According to the aforementioned consultation participant, training of this nature does
not require that individuals behave as counsellors or professionally trained mental health
workers. Rather, it provides untrained individuals with low risk and effective responses to
disclosure that will provide survivors with institutionalized empathic responses to sexualized
violence.29 This approach will help to create an environment in which survivors and those who
have experienced sexualized violence will encounter consistent responses regardless of what
individual or unit they first contact.
In addition, during the consultations, some participants indicated that they would appreciate
having access to a professional person with whom they could discuss difficult situations and who
could provide advice. For example, if a survivor or someone who has experienced sexualized
violence discloses to them, but does not want the information shared, they might want to seek
26
Dr. Tim Black, Associate Professor, Educational Psychology and Leadership Studies, In-Person Consultation,
September 16, 2016 and Personal Communication, September 21, 2016.
27
See University of Victoria, Student Mental Health at http://www.uvic.ca/mentalhealth/.
28
See University of Victoria, Quick Reference Guide on Assisting Students in Distress at
http://www.uvic.ca/studentaffairs/assets/docs/SMHS_reference-folder.pdf.
29
In-Person Consultation, September 16, 2016 and Personal Communication, September 21, 2016.
Page 30 of 35
advice on how best to support the individual and how to limit any safety risks to that individual
and potentially others. According to the consultation participation cited above, traumainformed practice recognizes that those to whom sexual violence has been disclosed must also
be provided with training and skills to deal with the inherent stress of receiving disclosure. Simple
but effective skills training for individuals who have received a disclosure ... will prevent
secondary traumatic stress and compassion fatigue in UVic staff and faculty, creating a healthier
workplace that is responsive to both survivors and supporters.30
ii. The immediate and longer-term needs of every survivor or person who has experienced
sexualized violence are unique and hence the pathway through their support options will also
be distinctive
Our research and consultations thus far have clearly indicated that any person, regardless of their
social location, may experience sexualized violence and that their needs in response to harm
should never be assumed. Some of the support needs an individual may have in the wake of a
sexualized violence incident include:
30
Immediate access to counselling;
Immediate medical care;
Immediate personal and physical safety;
Ongoing access to counselling;
Cultural or spiritual support;
Ongoing personal safety support including no-contact orders, changing

classrooms, etc.;
Alternative residence or housing arrangements;
Support in navigating complex systems, including maintaining scholarships,

financial aid, First Nations band funding, internships, etc.;
Undergraduate academic supports, including concessions or accommodations, tutoring help, etc.;
Graduate student academic supports, including changing graduate

supervisor, negotiating part-time status, leave of absence, or other
accommodations, maintaining grant and other funding, retaining access to
intellectual property, etc.;
Employment accommodations;
Friendship and peer support;
Ibid.
Page 31 of 35
Legal advice or legal services;
Assistance with making a police report.
Disclosures or reports of sexualized violence can occur immediately after the incident or several
months or years later. In the latter case, they are sometimes triggered by an unrelated experience
such as a class reading or assignment. Therefore, university support systems need to be flexible
and open to a diversity of experiences and needs. At present, UVic does not have the capacity to
provide the full array of support service options and may wish to further develop its relationships
with community groups such as the Victoria Sexual Assault Centre and the Mens Trauma Centre.
The Working Group is presently exploring such possibilities.
The Working Group envisions an approach that privileges the day-to-day lived experiences of
survivors and those who have experienced sexualized violence and that acknowledges there is
no right way to survive harm. This means that support might require different services and
resources at different stages of the recovery process.
The mechanisms for communicating support options (staff, websites, pamphlets, etc.) should
clearly identify and describe what is available
and empower the individual to decide how they
will engage with the system and when. This
approach could be significantly strengthened if
the survivor or the individual who has
experienced sexualized violence were assisted
by a navigator. For students who have access
to dedicated supports such as students with a disability (RCSD), Indigenous students (Indigenous
Affairs), or law students (Manager, Academic Administration and Student Services), a designated
support person or advisor could be relied upon to undertake this role at least initially.
The case managers who have recently joined the Student Life team offer another example of this
role. Reporting to the Associate Director of Student Life, the case managers provide direct
support and guidance to students impacted by sexualized or physical violence. They
communicate with parents and guardians and liaise with on-campus and community resources
(such as Student Financial Aid, VSAC, etc.). They also support the coordination of and response
to high risk student issues on campus. At this time, there is no formal case manager equivalent
for staff or faculty on campus. As the Working Group presses on with its work, it will continue to
explore institutional and structural options that will interface with existing services to avoid
duplication and that will improve access to support resources on campus and in the community.
Page 32 of 35
iii. In the case of a formal complaint that results in an investigation and an adjudication,
UVics approach to the provision of support should ensure that there is a clear separation
between those providing support and those conducting the investigation. Furthermore, the
provision of support should extend well after the adjudication process is complete.
A critical observation that has emerged out of the Working Groups consultations thus far is the
importance of ensuring that there is a clear division of responsibilities between those
investigating complaints of sexualized violence and those supporting the complainant and/or the
respondent through the process. When investigators or adjudicators are asked to take on both
roles, they are placed in a difficult situation; they are mandated to undertake a fair and impartial
process while, at the same time, they are asked to assist, support, and provide advice to one or
both parties involved or advocate for either or both. A clear separation of roles would allow for
greater trust to develop on the support and adjudication sides, respectively, and to mitigate any
perceived bias towards one party.
d. Response to and Adjudication of Reports of Sexualized Violence
Members of the Working Group and a number of the consultation participants we spoke to have
highlighted that there is a significant tension at
work when adopting a survivor-centred
approach and instituting a fair and impartial
investigation and adjudication process. In
keeping with a transformative justice model,
they also noted that, when deemed appropriate,
learning resources should be available to those
accused and those found responsible for causing
harm. They further indicated that steps need to
be taken to ensure that members of the campus community are aware of the policies and
procedures that currently exist and that UVic should aim to devise more transparent approaches
to responding to reports of sexualized violence as well as unsafe and hostile working
environments.
The Technical Policy Subcommittee is tasked with developing policy and procedural options that
address the need for clear, fair, and accountable adjudication procedures. The Subcommittee
began meeting in late July and is in the early stages of its work. It is currently conducting research
on adjudication options, the precise scope of the policy, confidentiality provisions, and interim
measures. The Subcommittee is also considering how the policy intersects with other university
policies, union agreements, and with criminal processes. As noted above, a survivor or a person
who has experienced sexualized violence should be provided with information on the full range
of support options available to them and empowered to decide how to proceed based on those
Page 33 of 35
options. The administrative limits of the university policy and potential sanctions should be
clearly explained.
Legal Context
When referring to the campus legal context, it is important to remember that when universities
investigate and adjudicate sexualized violence reports, they are acting as administrative decisionmakers whose actions are governed by administrative law. Administrative law is distinct from
criminal law and civil law. Universities do not, and cannot, deal with criminal offences such as
sexual assault only the police can investigate crimes and only Crown prosecutors approve
charges and prosecute offenders in court. What universities can do is investigate and sanction
violations of their policies. The conduct in question may also be a criminal offence and the police
and courts may deal with it as such, but this is entirely separate from the universitys process.
Individuals may also decide to sue one another in civil court, but this too is a separate process. In
some cases, all three legal processes may be underway simultaneously, which add additional
layers of complexity.
A university that adjudicates policy violations will use the same standard of proof that civil courts
do the balance of probabilities to determine whether a policy violation has been proven or
not. Balance of probabilities means something is more likely than not (in other words, 50% plus
one). This is lower than the standard of proof used in criminal trials, where cases must be proven
beyond a reasonable doubt.31 Recognizing that survivors are at a disadvantage especially when
significant power relationships are a factor, administrative decision-makers are bound by a duty
to act fairly. This includes the rights of all parties to be heard and judged impartially and duties
of the decision-maker to be fair and free from the reasonable apprehension of bias.
Next Steps: Defining the Process
The Technical Policy Subcommittee will continue to develop a process that is clear and accessible
to all parties involved. We believe that to do this effectively, the policy and procedures should,
at a minimum, explain in plain language:
What is possible for the university to implement in terms of interim measures

and sanctions;
What information can be shared and what may not be shared and why it
cannot be shared due to privacy laws and provisions;
31
This higher standard of proof in criminal matters is thought to be due to the severity of the consequences
someone who is convicted of a criminal offence may be deprived of their liberty (i.e. sent to prison), whereas
someone found liable under civil or administrative law faces lesser sanctions. See: The Florida Bar, A Civil Case or
a Criminal Case? (April, 2015) at
https://www.floridabar.org/tfb/TFBConsum.nsf/0a92a6dc28e76ae58525700a005d0d53/2f68b2079b9f4ce485257
60e00519436!OpenDocument.
Page 34 of 35
The length of time that a fair and transparent process may take; and,
How the findings will be communicated.
6. Conclusion
This interim report has offered an update on the Working Groups progress over the last five
months at the halfway point of the research and the first consultation phase of the project.
While the Working Group has carefully reviewed all of the consultation input received thus far,
it was not possible to include all the information gathered in this report. Rather, this interim
report has provided a broad overview of the Working Groups working principles, research
methodologies, and consultation findings to date. It has also offered some preliminary
observations and recommendations in the areas of education and prevention; support for
survivors and those who have experienced sexualized violence, and training in this area; and
adjudication of and response to reports of sexualized violence. In the coming months we will be
focusing on the latter two categories.
The Working Group will continue conducting research and consultations and will release its draft
policy and program recommendations in January 2017. This will be followed by another round of
consultations before they are submitted to Dr. Valerie Kuehne, Vice-President Academic and
Provost and Project Lead.
The Working Group welcomes written or in-person input on this interim report and on the
direction of its work as we enter the final two months of the first phase of consultations. If you
wish to provide feedback or speak to us about any other matter pertaining to the sexualized
violence policy and program recommendations, please contact Nadine Burns, Administrative
Support, at svpadmin@uvic.ca to arrange an in-person consultation, or fill out the on-line
consultation form available at http://uvic.fluidsurveys.com/s/SVPReview/.
Page 35 of 35
Sept 21, 2016
APPENDIX 1
WORKING GROUP ON SEXUALIZED VIOLENCE PROGRAMS AND POLICY DEVELOPMENT

MEMBERSHIP LIST
Name
Dept.
Dr. Annalee Lepp, CHAIR

Emma Kinakin
Amanda McLaughlin
Lane Foster
Dr. Kamilla Milligan
Martine Conway
Joel Lynn
Dr. Rita Knodel
Dr. Kathryn MacLeod
Ruth Young
Kenya Rogers
Dr. Catherine McGregor
Nabiha Rawdah
Tonya Said-Wilson
Allison Eddy
Chair, Department of Gender Studies

University of Victoria Students' Society
Graduate Students' Society
Sexualized Violence Task Force
Acting Manager, Equity and Human Rights
Ombudsperson
Executive Director, Student Services
Director, Counselling and Multifaith Services
Director, Residence Services
Director, Office of Indigenous Affairs
Anti-Violence Project
Associate Professor, Educational Psychology and Leadership-EMAG
Resource Centre for Students with a Disability-EDAG
Human Resources Consultant
Personal Safety Coordinator, Campus Security
Support Team:
Cassbreea Dewis
Denise Helm
Professor Mary Anne Waldron
Don Barnhardt
Dr. Grace Wong Sneddon
Kyle McNeill
Nadine Burns
Policy and Project Manager, Office of the University Secretary

Communications
Associate Vice-President Faculty Relations and Academic Administration
General Counsel
Advisor to the Provost on Equity and Diversity
Policy Project Officer
Administrative Support
Terms of Reference Approved by the Working Group on Sexualized Violence

on May 19, 2016
APPENDIX 2
Working Group on Sexualized Violence

Programs and Policy Development
Terms of Reference
Role
The University of Victoria (UVic) is committed to providing our students, faculty and staff with a safe,
healthy, supportive and respectful environment in which to live, work and learn. Sexualized violence is a
significant issue both on our campus and in the wider community and we have an important role to play
as leaders, educators and community partners in addressing issues of sexualized violence. We are
therefore taking action and moving towards the formulation of a policy to prevent and respond to
The role of the Working Group on Sexualized Violence Response and Prevention (Working Group) is to
guide the broad consultation, extensive research, and drafting process and to recommend the form of a
dedicated policy, other policy revisions to the appropriate groups, and improvements to programs and
services on campus.
Objectives
To review and revise UVics programs and policies relating to sexual violence, including education,
prevention, response (support, investigation, etc.) and data collection and reporting.
To formulate for approval by the Board of Governors a specific policy on sexual violence and to
recommend consequential and other related revisions and amendments to existing related policies.
To make other recommendations as appropriate regarding implementation.
Responsibilities
1. To articulate principles that will guide and inform the work of the Working Group.
2. To make recommendations in relation to:
a) A campus wide policy with respect to sexualized violence.
b) Appropriate support mechanisms.
c) Interventions and activities aimed at the prevention of and education regarding
d) Management and governance structures for the implementation and monitoring of
activities and recommendations beyond the life of the Working Group.
3. To provide guidance and advice to the Consultation and Research Subcommittee and Technical
Policy Subcommittee and to receive and incorporate results from the consultation reports and
research reports prepared by those groups as well as any other advisory reports provided from the
two Subcommittees.
4. To produce a final report addressing the terms of reference as outlined above.
Page 1 of 3

on May 19, 2016
Mandate
The Working Group is mandated to recommend courses of action that address the terms of reference;
the Working Group will make recommendations to the Project Lead, who is the Provost.
The Project Lead will make recommendations on policy, practice and programs, including interim
measures, to the Designated Executive Officer (DEO), who is the President.
The President has the authority to recommend new and revised policies to the Board of Governors for
approval.
Deliverables
A draft policy on sexualized violence, for recommendation to the Board of Governors.

Recommendations for an implementation plan to ensure that the policy informs and guides
university practices.
Recommendations for other policy revisions to ensure that all related policies are appropriately
aligned.
Inventory, analyze and recommend enhancements to related programs, services and resources.
Structure
The Working Group is led by a Chair who also chairs two operational subcommittees:
Consultation and Research Subcommittee (see attached terms of reference)

Technical Policy Subcommittee (see attached terms of reference)
The Chair is supported by a small team of (Secretariat/Support Team):
Project and Policy Development Manager

Communications
Legal Policy Researcher
The Chair will draw upon members of the university community for advice and support.
Operation
Meetings:
The Working Group will meet at least monthly for the duration of the project. The Chair
may cancel meetings or call additional meetings as required.
Participation will usually be in person, unless agreed otherwise by the Chair. All
members of the Working Group are expected to attend meetings and may be asked to
do work in support of the project between meetings, including participating in
consultations as required.
Summary records of meetings will be kept and decisions recorded.
Page 2 of 3

on May 19, 2016
Confidentiality
Meetings will normally be closed and the discussions and meeting documents will be
considered confidential.
Decisions:
Normally, the Working Group will reach recommendations by consensus.

Where consensus cannot be reached, the Chair with the assistance of the
Secretariat/Support will provide more information.
After further information and discussion, if consensus cannot be reached, the Chair
may call for a vote (excluding the Ombudsperson). Approval will require a 2/3 majority.
Formal mechanism for reporting:
The Chair of the Working Group will speak on behalf of the group in all matters, unless
otherwise agreed.
The Chair will provide regular reports to the Project Lead.
Membership
Annalee Lepp, Chair

Emma Kinakin, Elected UVSS member
Amanda McLaughlin, Elected GSS Member
Lane Foster, Sexualized Violence Task Force*
Cindy Player, Director of EQHR
Martine Conway, Ombudsperson
Joel Lynn, Executive Director, Student Services
Rita Knodel, Director, Counselling and Multifaith Services
Kathryn MacLeod, Director, Residence Services
Ruth Young, Director, Office of Indigenous Affairs
Kenya Rogers, Anti-Violence Project
Catherine McGregor (Educational Psychology and Leadership) EMAG
Nabiha Rawdah (Resource Centre for Students with a Disability) EDAG
Tonya Said-Wilson, Human Resources ConsultantHR Rep
Allison Eddy, Personal Safety Coordinator, Campus Security
Support Team:
o Cassbreea Dewis, Policy and Project Management
o Denise Helm, Communications
o Don Barnhardt, General Counsel
o Mary Anne Waldron, Associate Vice-President Faculty Relations and
Academic Administration
o Grace Wong Sneddon, Advisor to the Provost on Equity and Diversity
o Kyle McNeill, Policy Project Officer
o Nadine Burns, Administrative Assistant
*collective of current and former UVic students who have experienced various forms of sexualized violence
on and off campus.
Page 3 of 3
September 19, 2016
APPENDIX 3
SEXUALIZED VIOLENCE PROJECT

Consultation and Research Subcommittee
MEMBERSHIP LIST
Name
Emma Kinakin
Amanda McLaughlin
Kenya Rogers
Dr. Rita Knodel
Dr. Kamilla Milligan
Joel Lynn
Dept.
University of Victoria Students' Society
Graduate Students' Society
Anti-violence Project
Director, Counselling and Multifaith Services
Acting Director, Equity and Human Rights
Executive Director, Student Services
Support Team:
Cassbreea Dewis
Kyle McNeill
Nadine Burns
Policy and Project Manager

May 19, 2016

APPENDIX 4
Working Group on Sexualized Violence Programs and Policy

Development: Consultation and Research Subcommittee
Terms of Reference
Role
The Role of the Consultation and Research Subcommittee is to conduct broad consultations and
extensive research and summarize and report the results to the Working Group.
Responsibilities
1. To develop, recommend to the Project Lead, and subsequently implement a broad-reaching and
inclusive Consultation Plan.
2. To conduct consultations.
3. To incorporate the consultation findings into a report for the Working Group.
4. To educate itself about:
a) Existing policy and practice for receiving, investigating and resolving complaints of
b) Existing policy and practice around education and prevention of sexualized violence
including data collection and reporting.
c) Current forms of support for both those who have experienced sexualized violence and
those against whom allegations have been made.
d) Current programs and activities for generating positive cultural change in the area of
sexualized behaviour and sexualized violence.
e) Promising practices from across the university sector in Canada and beyond in relation
to points a to d.
f) To provide regular reports on points a to e for the Working Group.
Operation
Consultations:
A principal responsibility of the Consultation and Research Subcommittee is to conduct

consultations with partners and stakeholders. Consultations may take the form of
surveys, written submissions or in-person meetings.
o In-person consultations will be conducted based on the following guiding
principles:
Consultation meetings will be pre-arranged by the Administrative
Assistant.
Normally two (2) members of the Consultation and Research
Subcommittee and one (1) support person will be present at a
consultation.
Page 1 of 2
May 19, 2016
A summary record will be kept by the support person.

Consultations will be guided by standard format and include the
questions from the consultation plan but will also provide time for
stakeholder guided feedback.
Research:
Any member of the Consultation and Research Subcommittee may be asked to conduct
research.
Principles of academic integrity apply to all research and reporting.
Meetings:
The Consultation and Research Subcommittee will meet at the discretion of the Chair.
members of the Consultation and Research Subcommittee are expected to attend
meetings and may be asked to do work in support of the project between meetings.
The Consultation and Research Subcommittee has no decision making authority; if a
decision on group process must be made, it will be made through consensus.
Confidentiality
Meetings will normally be closed and the discussions and meeting documents will be
considered confidential.
The Chair of the Consultation and Research Subcommittee will speak on behalf of the
group in all matters, unless otherwise agreed.
Structure
The Chair of the Working Group also chairs the Consultation and Research Subcommittee.
Membership
Annalee Lepp, Chair of Working Group

Emma Kinakin, Elected UVSS member
Amanda McLaughlin, Elected GSS Member
Kenya Rogers, Anti-Violence Project
Rita Knodel, Director, Counselling and Multifaith Services
Cindy Player, Director, Equity and Human Rights Office
Joel Lynn, Executive Director, Student Services
Support:
o Cassbreea Dewis, Research and Project Management
o Kyle McNeill, Policy Project Officer
o Nadine Burns, Administrative Assistant
**Members of the Working Group will be asked to participate in the meetings of the Subcommittee and
participate in consultations with particular stakeholders as required.
Page 2 of 2
September 19, 2016
APPENDIX 5
SEXUALIZED VIOLENCE PROJECT

Technical Policy Subcommittee
MEMBERSHIP LIST
Name
Jon Derry
Laurie Keenan
Don Barnhardt
Professor Mary Anne Waldron
Dept.
Associate Director, Office of Student Life
Manager, Resource Centre for Students with a Disability
General Counsel
Associate Vice-President Faculty Relations and Academic Administration
Support Team:
Cassbreea Dewis
Kyle McNeill
Nadine Burns
Policy and Project Manager

Terms of Reference Approved by the SVP Technical Policy Subcommittee on

July 21, 2016
APPENDIX 6
Working Group on Sexualized Violence Programs and Policy

Development: Technical Policy Subcommittee
Terms of Reference
Role
The Role of the Technical Policy Subcommittee is to advise the Working Group on legal and
administrative policy matters.
Responsibilities
1. To provide legal, technical and practical policy drafting support to the Working Group.
2. This may include, but is not limited to:
a) Staying abreast of the legislative environment and legislative changes.
b) Translating the output of the Consultation and Research Subcommittee into policy
drafting recommendations as directed by the Working Group.
c) Producing regular policy drafting recommendations.
d) Assessing the impact of the proposed policy developments for other university policies.
Structure
The Chair of the Working Group also chairs the Technical Policy Subcommittee.
Operation:
Meetings:
The Technical Policy Subcommittee will meet at the discretion of the Chair.
members of the Technical Policy Subcommittee are expected to attend meetings and
may be asked to do work in support of the project between meetings.
Confidentiality
Meetings will be closed and the discussions and meeting documents will be considered
confidential.
The Chair of the Technical Policy Subcommittee will speak on behalf of the group in all
matters, unless otherwise agreed.
Policy Drafting:
The Policy Project Officer will be responsible for making drafting revisions as directed by
the Subcommittee and the Working Group.
Page 1 of 2
Terms of Reference Approved by the SVP Technical Policy Subcommittee on

July 21, 2016
Membership
Annalee Lepp, Chair of Working Group

Cassbreea Dewis, Policy and Project Management
Jon Derry, Associate Director, Office of Student Life
Laurie Keenan, Manager, Resource Centre for Students with a Disability
Don Barnhardt, General Counsel
Mary Anne Waldron, Associate Vice-President Faculty Relations and Academic Administration
Kyle McNeill, Policy Project Officer
Nadine Burns, Administrative Assistant
Page 2 of 2
September 21, 2016
APPENDIX 7
WORKING GROUP ON SEXUALIZED VIOLENCE PROGRAMS AND POLICY REVIEW
CONSULTATION & RESEARCH SUBCOMMITTEE
TECHNICAL POLICY SUBCOMMITTEE
SUMMARY OF MEETINGS MAY 1 TO SEPTEMBER 28, 2016
WORKING GROUP SUMMARY OF MEETINGS

DATE
AGENDA
05 May 2016
19 May 2016
Consultation Plan - stakeholder mapping, questions, methodology

Research Plan
03 June 2016
Consultation Plan (further discussion and recommendations for refinement)

Research Plan (further discussion and recommendations for refinement)
Priorities
16 June 2016
Working Group Symposium (VSAC/EVA)
30 June 2016
Debrief on the June 16th Working Group Symposium

Process presentations with regard to receiving, investigating and/or adjudicating complaints
of sexualized violence as well as new initiatives that are underway
14 July 2016
SVP summer schedule and timeline

Further presentations re process
Case studies
28 July 2016
Consultations to date (June 1 to July 22) themes and findings

Update from the Consultation and Research Subcommittee - initial recommendations for
evidence-based education and training on campus
Draft outline of Interim Report
Mandate
Terms of Reference
Principles
Timeline
Summary of SVP meetings May 1, to Sept 28, 2016
Page 1 of 3
September 21, 2016
DATE
AGENDA
25 Aug 2016
Further consultation reports (July 25 to Aug 22) themes and findings

Education and training
08 Sept 2016
Detailed discussion of interim Report Section 1
19 Sept 2016
Detailed discussion of interim Report Full Report
SUBCOMMITTEES SUMMARY OF MEETINGS

DATE
SUBCOMMITTEE
AGENDA
12 May 2016
Consultation Plan
o Stakeholder mapping, key participants, interview
questions, written feedback, consultation
questions, determine and recommend the most
effective consultation tools
Research Plan
26 May 2016
Consultation plan - further discussion and

recommendations for refinement
Research plan - further discussion and recommendations
for refinement
09 June 2016
Research Plan
o Definitions
o Scope of sexualized violence policy
Update on Consultation Plan
Updates from members of the Consultation and Research
Subcommittee
23 June 2016
Research Plan
07 July 2016
Recommendations for evidence-based education

Promoting a consent culture on campus
Summer Work Plan
Page 2 of 3
September 21, 2016
DATE
SUBCOMMITTEE
AGENDA
21 July 2016
Terms of Reference
Review of other institutions policies
Policy elements and next steps
04 Aug 2016
Initial recommendations for evidence-based education

and training on campus
Recommendations for campus support initiatives
15 Sept 2016
Policy Elements:
o Definitions
o Jurisdiction
o Confidentiality
o Education
o Interim measures
o Adjudication and discipline
Page 3 of 3
Approved by the Working Group on Sexualized Violence

Programs and Policy Development on May 19, 2016
APPENDIX 8
Working Group on Sexualized Violence Programs and Policy Development

Principles that will guide and inform the work of the group
Given that there may be differing perspectives held by Working Group members during their
deliberations and given that there may be differing perspectives held by Working Group members
and consultation participants, these broad principles are designed to guide and inform the work
of the Working Group in both contexts. While some principles relate more directly to the internal
functioning of the Working Group and others to the consultation process, these processes are
nonetheless interrelated and both are critical to the achievement of our objectives.
Survivors of Sexualized Violence
During the entire process, we will strive to create a space where all survivors and those who have
experienced sexualized violence are supported and believed
Solutions Focus
We are focused on achieving the outcomes expressed in the Terms of Reference; we will support
each other in maintaining that focus
We are committed to a positive outcome; while we will be discussing gaps and challenges, we
will do so with a focus on a successful outcome
Openness
The Working Group is mandated to consult extensively, both across the campus and into the
broader community; we are open to receiving and processing information without judgment
There are many groups very invested in the outcomes of the process; consultations are a space
where members of the working group are open to listening and ensuring participants are heard
and feel heard
We recognize that all on-campus consultation participants are situated within power
relationships and that these participants should be able to voice their perspectives and share
their experiences without risk of consequences
We will listen respectfully to all participants and all perspectives
We will gather as much information as we can
Diversity
Everyone is differently impacted by sexualized violence and faces different barriers to disclosure
and reporting; we recognize and will seek out and value a diversity of perspectives
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Approved by the Working Group on Sexualized Violence

Programs and Policy Development on May 19, 2016
Respectful Dialogue
We acknowledge the issue of sexualized violence is an emotional one and committee discussions
could be difficult; we respect the contributions of our colleagues and are open to respectful
debate and discussion
We will maintain the confidentiality of our discussions
Clarity
We will seek to clearly express our points of views and seek clarity from others
We will be clear with the participants in the process about the purpose, goals and objectives of
our work and about how information gathered will be used and disseminated
Commitment
We are committed to the objectives and responsibilities as defined in the Terms of Reference
We are committed to see the project through to completion in a timely manner
We understand that membership on the Working Group will mean taking on specific tasks and
assignments and we will make the time to commit to this work
We will educate ourselves about relevant topic areas and seek out information and perspectives
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Sexualized Violence Policy Elements

Abbreviations:
3P = third party
CSEC = Campus Security (or institution-specific name for this unit)
GBM = Gender-based misconduct
MotUC = Member of the University/[insert institution name here] Community
SV = Sexual Violence
SA = Sexual Assault
SH = Sexual Harassment
Memorial University of
Newfoundland (draft
policy)
BCIT
Sexual Assault
Consent
Definitions Used
Preamble / Background
None
Last Updated: 2016-07-25
Administrators
Advisor
Bystander
Complainant
Complaint
Concern
Consent
Day(s)
Formal Resolution
Frivolous
Informal Resolution
Legal Authorities
Mediation
Members of the
University
Community
Non-University
Person
President
Respondent(s)
Retaliation
Sexual Assault
Sexual Harassment
The University
Unit
Unit Assessment
University-Related
Activity
Vexatious
None
APPENDIX 9
Queens U
Sexual Violence
Sexual Assault
Sexual Harassment
Consent
Student
Student Group
Survivor
No-Contact
Undertaking
Notice of Prohibition
Queens Community
UBC
(draft policy)
Ryerson U
Sexual violence
Sexual assault
Sexual harassment
Consent
Rape Culture
Survivor
First Responder
Person Accused
Sexual Violence
Support Advocate
Disclosure
Report/Complaint
U of Lethbridge
Sexual Assault
Consent
Member of the UBC
Community
Disclose or
Disclosure
Report or Reporting
Consent
Sexual Assault
Sexual Violence
University Community
U of Manitoba
None
SV is a serious problem in
society and on campus.
Significant impact on
survivors, friends, family,
supporters, advocates,
educators. SV is complex
issue, needs attention and
intervention throughout
society & institution,
especially given
prevalence of SV on
campuses. It is the most
underreported criminal
activity.
UBC takes seriously its

duty to support members
who experience SA, create
and make available
programs and resources to
educate community on
prevention of SA, and
provide a policy that is a
central source of
information regarding
resources and options.
None
SVP Policy Comparison.docx
Breach
College
Committee
Complainant
Consent
Designated Officer
Faculty
Formal Complaint
Human Rights and
Conflict Management
Officer (HRCMO)
Informal Resolution
Investigation
Investigator
Policy
Preliminary Assessment
Procedure
Reprisal
Respondent
School
Sexual Assault
STATIS (Student/ Staff
Threat Assessment
Triage Intervention
Support team)
University
University Instituted
Investigation
University Matter
None
U of New Brunswick
Consent
Sexual Violence
Sexual Assault
Sexual Harassment
Exhibitionism and
Voyeurism
Complainant
Respondent
Campus Sexual
Assault Support
Advocate (CSASA)
UNB Task Force on
Campus Sexual
Assault (Bi-campus)
Campus Sexual
Assault Response
Team (CSART)
(Fredericton)
Campus Sexual
Assault Response
Team (CSART) (Saint
John)
Member of the
University
Community
Disclosure
Confidential
Disclosure
Formal Complaint
Statistical Report
None
U of Ottawa
Consent
Sexual Harassment
Sexual Violence
Workplace Sexual
Harassment
None
Columbia U
STUDENTS:
Affirmative Consent
Force
Intimidation
Coercion
Incapacitation
Hostile Environment
Complainant
Respondent
Party
EMPLOYEES:
Discrimination
Discriminatory
Harassment
Gender-based
Misconduct
BOTH:
Sexual Assault:
Intercourse
Sexual Assault:
Contact
Domestic Violence
Dating Violence
Sexual Exploitation
Stalking
Sexual Harassment
Gender-based
Harassment
Retaliation
(Students, 3-6)
(Employees, 3-5)
Students: See below.
Employees: University
committed to providing a
learning, living, and
working environment free
from discrimination and
harassment and to
fostering a nurturing and
vibrant community
founded upon the
fundamental dignity and
worth of all its members.
(1)
Harvard U (Faculty of Arts

& Sciences)
Sexual Harassment
(includes sexual
violence)
Unwelcome Conduct
Gender-Based
Harassment
(4-5)
None
Page 1 of 23

BCIT
Committed to safe and
secure learning and
working environment
where all individuals are
free from any form of
violence or threat of
violence, incl. SA.
Commitment to Safety & Statement on Sexual Violence
SA is a criminal offence;
BCIT does not tolerate and
expects all community
members to abide by
applicable laws.
Newfoundland (draft
policy)
SH is a violation of human
rights and in some cases is
a criminal offence.
Newfoundland recognizes
its ethical and legal
responsibility to provide a
work and learning
environment that is free of
all forms of SH, including
SA. Students, Faculty, and
Staff at the University
have the right to work and
study in an environment
that is free from SH. SH,
including SA, is considered
a form of prohibited
behaviour and is not
tolerated by the
University.
Queens U
Committed to positive
learning and living
environment in which any
form of SV will not be
tolerated.
Ryerson U
(See next section)
UBC
(draft policy)
U of Lethbridge
Committed to safety and

security of all members,
recognizing that this is
essential to institution
functioning.
Committed to providing an
environment in which SV is not
tolerated.
Responsibility to maintain
respectful environment to
study, work and live free
from concern of SA.
Committed to providing
and maintaining positive
learning, working, living
environment where SA
not tolerated, and where
SA treated with the
seriousness it deserves
SH, including Sexual

Assault, by any MotUC or
a Non- University person is
prohibited. The University
takes steps to prevent
where possible, or
otherwise minimize, SH
and to deal expeditiously
with behaviour that
violates this Policy.
U of Manitoba
(See next section)
U of New Brunswick
U of Ottawa
Columbia U
All members have right to

study, work and live in a
campus free from SV incl.
SA.
Committed to creating and

maintaining an environment
where MotUC can study and
work free of SV. UofO
recognizes that SV is a
fundamental affront to
individual rights, dignity, and
integrity. UofO seeks to
prevent SV, including by
safely intervening and
speaking out when UofO sees
it occurring.
Students: committed to
fostering an environment
free from gender-based
discrimination and
harassment, including SA
and all other forms of
GBM. Recognizes its
responsibility to increase
awareness of such
misconduct, prevent its
occurrence, diligently
investigate reports of
misconduct, support
victims, and deal fairly and
firmly with students who
violate policy. In
addressing GBM, all
MotUC must come
together to respect and
care for one another in a
manner consistent with
our deeply held academic
and community values.(1)

& Sciences)
Harvard University is
committed to maintaining
a safe and healthy
educational and work
environment in which no
member of the University
community is, on the basis
of sex, sexual orientation,
or gender identity,
excluded from
participation in, denied
the benefits of, or
subjected to
discrimination in any
University program or
activity. Gender-based
and sexual harassment,
including SV, are forms of
sex discrimination in that
they deny or limit an
individuals ability to
participate in or benefit
from University programs
or activities. (3)
Most fundamentally, the

university does not
tolerate any form of GBM.
Students who experience
can bring claims. Those
found responsible will be
sanctioned in accordance
with this policy. Students
can also pursue civil or
criminal processes, in
addition to or instead of
the universitys process.(1)
Employees: The University
does not tolerate any form
of unlawful discrimination
or harassment, SA,
domestic violence, dating
violence, stalking, or
sexual exploitation and all
such conduct is prohibited
by this Policy. The
University strongly
encourages those who
have experienced,
witnessed or become
aware of conduct that
violates this Policy to
come forward so that the
University can take
appropriate steps to
prevent such conduct
from occurring in the
future and to ameliorate
its effects.(1)
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Purpose Statement
BCIT
Purposes are to:
Facilitate protection
of safe and secure
learning
environment that is
free from SA
Define roles &

responsibilities in
implementing
programs/ practices
in prevention /
response to SA
Guide and support

swift, coordinated,
consistent, fair,
transparent
response to SA
disclosures and
allegations
Guide and support

the person who has
experienced SA and
person accused of SA
Describe BCITs
response to reported
SA, recognizing
principles of
procedural fairness
Broadly
communicate the
support services and
resources available
to members of the
BCIT community who
may be directly or
indirectly affected by
SA
Newfoundland (draft
policy)
To protect MotUC by
outlining provisions which
aim to:
prevent SH;
educate on SH, including
SA;
address SH when it
occurs;
identify methods for the
resolution of concerns and
complaints; and
mitigate the effects of
SH.
Queens U
Clearly state commitment
to addressing SV through
coordinated and
comprehensive training
and education programs;
coordinated and
comprehensive support
for those who have
experienced SV including
counselling, medical care,
academic accommodation
and other support as
required; and ensuring
that any member against
whom an allegation of SV
is made receives
appropriate support and
advice.
Ryerson U
UBC
(draft policy)
To make clear the

universitys commitment
to addressing SV in its
community through
survivor support,
awareness, education,
training and prevention
programs, and the
appropriate handling of
reports/complaints of
incidents of SV.
Policy intended to outline
commitments to raise
awareness and educate
and prevent SV, reduce
risk of SV, promote
consent culture, respond
to needs of survivors for
support and
empowerment.
U of Lethbridge
Purpose is to communicate
Universitys commitment to
raising awareness about SV,
promoting an only with
consent campus culture, and
identifying resources and
supports available to the
university community.
See Preamble/
Background section,
above.
U of Manitoba
U of New Brunswick
U of Ottawa
Columbia U
Provide guidance, assistance,

support to members who
have experienced SA or who
have received disclosure of
SA.
Establishes the process by

which UNB will respond to
SA allegations and ensures
that:
Those who make a

formal complaint will
be treated
respectfully;
UNB has a process of

investigation that
protects the rights of
all individuals and
holds accountable
individuals who have
committed an act of
SA; and
UNB provides
awareness,
educational, and risk
management
programs that
contribute to a safe
environment.
Reaffirm UofOs commitment

to safe and healthy campus
for work, study, and campus
community life for all MotUC,
and its commitment to
provide support for those
MotUC directly affected by
SV.
Students: Defines GBM

and sets forth procedures
for addressing GBM
involving students. Reflect
the universitys
commitment to a safe and
non-discriminatory
educational environment,
consistent with Title IX,
the Violence Against
Women Act, and the New
York Education Law. (1)
Set out a consistent process

for responding to SA that
ensures that members
understand respective rights
and obligations when
reporting or responding to
SA; those who experience SA
are treated with dignity and
respect and their rights are
respected; those who are
accused are treated fairly
and in a manner that ensures
due process; and the
university complies with
relevant legislation incl.
Human Rights Code and
workplace health & safety.
Also intended to set out

UofOs statement of values
and commitment to address
SV; provide info about
support and services available
and to ensure follow-up once
report is made; provide info
about process for responding
to and addressing SV
incidents; and meet UofOs
obligations under legislation.

& Sciences)
Designed to ensure safe &
non-discriminatory
educational and work
environment and meet
legal requirements, incl.
Title IX. (3)
Employees: intended to
ensure a safe and
nondiscriminatory
employment and
educational environment
and comply with
applicable law. (1)
Sets out universitys
position on discrimination
& harassment, specifies
prohibited conduct,
delineates duties/
responsibilities of MotUC,
describes reporting
options and available
resources incl.
accommodation and
interim measures, spells
out discipline and
investigation process. (1)
Page 3 of 23

Alleged perpetrators may
be subject to BCIT admin
process and/or criminal
justice system. BCIT will
follow up on all reported
incidents in a manner that
supports the person who
has experienced SA and
recognizes the principles
of procedural fairness.
MotUC are subject to and

must comply with the
University's Conflict of
Interest Policy and
Procedures. See the
Conflict on Interest
Situations section of the
Conflict of Interest Policy.
Members should also refer
to any conflict of interest
provisions and relevant
clauses in the appropriate
collective agreement,
University Staff Handbook
for Non-Bargaining Unit
Employees or other
applicable documents.
SV is a serious problem in
society and on university
campuses. Through this
policy, Queens University
is committed to
addressing SV in our
community through
support, awareness
education, training and
prevention programs, and
appropriate handling of
incident reports and
complaints.
Committed to working to
reduce barriers to
disclosing & reporting.
support to MotUC who
receive a disclosure, and
training to MotUC who are
likely to receive disclosure
to ensure that those who
disclose are treated with
compassion, dignity and
respect in a nonjudgmental and
sympathetic manner.
SV can have serious

negative impacts on an
individuals physical,
mental, emotional, and
spiritual health and
wellness. Queens
University recognizes the
possible traumatic effects
of SV and supports the
efforts of individuals to
seek support and
recover.
support to MotUC who
have had allegations of SA
made against them.
Further Policy Statements
All persons who report an

experience of SV can
expect to be:
-treated with compassion,

dignity, and respect;
-provided with timely

safety planning
assistance;
-informed about on- and

off-campus support
services and resources
available to them;
-provided with nonjudgmental and

sympathetic support;
-provided with academic,

recreational and housing
accommodations as
appropriate to prevent
further unwanted contact
with the alleged
perpetrator if the alleged
perpetrator is a member
of the campus
community;
-integral decision-makers
in situations pertaining to
themselves;
-allowed to determine
whether and to whom
they wish to disclose or
report their experience,
including:
-whether or not to pursue

formal criminal and/or
university avenues of
redress;
-whether or not to
disclose to a support
None
Committed to ensuring
the personal agency of
those who have been
sexually assaulted by
respecting their right to
make their own decisions.
Personal agency means
that those who Disclose or
Report will be the
decision-makers in
situations which pertain to
themselves, including
whether and to whom to
Disclose, whether or not
to pursue criminal action
or a Report under one of
the UBC processes set out
in section 4.2, and
whether to access support
services, including
accommodations.
None
University is committed to:

(a) Supporting those who
have experienced SA by
providing information,
including the provision of
and/or referral to counselling
and medical care, and the
provision of appropriate and
reasonable academic and
other accommodation;
(b) Ensuring that those who
disclose that they have
experienced SA are
supported and treated with
compassion, dignity and
respect throughout the
process of disclosure and
institutional response;
(c) Respecting the privacy of
individuals who disclose SA
and recognize that those
individuals are the final
decision-makers about their
own best interests, subject to
the limits of confidentiality
set out in this SA Policy and
the Procedure;
(d) Coordinating and
communicating among the
various departments who are
most likely to be involved in
the response to SA affecting
the University Community
and implementing interim
measures, while ensuring
that fairness and due process
are respected;
(h) Monitoring and updating
University policies and
protocols to ensure that they
remain effective and in line
with other existing policies
and best practices.
The University will:
- Take action in accordance
with the Procedure
respecting any person under
the University's direction
who subjects a student, an
employee, or any other
member of the University
Community to Sexual
Assault;
- Adopt procedures,
protocols, and practices
which will encourage
individuals to bring concerns
about an alleged Breach to
an appropriate authority,
including provisions to
protect against Reprisal
those who bring forward
such allegations;
- Provide information and
supports to encourage and
facilitate the Informal
Resolution of an alleged
Breach if appropriate; and
UNB is committed the

following principles:
For the UNB Community:
-contributing to the
creation of a campus
atmosphere/space in
which SV is not tolerated;
-collaborating with
relevant groups on
campus;
-fostering coordination
and communication
among UNB departments
that are most likely to be
involved in the response
to SA on campus;
-developing appropriate
reporting procedures for
allegations of SA which are
congruent with applicable
reporting protocols;
-monitoring and updating
UNBs policies and
procedures to ensure that
they remain effective and
aligned with related
policies and best practices;
For the Individuals:
- treating those who
disclose that they have
been sexually assaulted
with respect, and
protecting their right to
dignity and confidentiality,
throughout the process of
Disclosure, response and,
where applicable, internal
investigation and
adjudication;
- treating individuals who
disclose SA with
compassion and support,
recognizing that they are
the decision-makers about
their own best interests;
- assisting those who
disclose a SA by providing
choices, including detailed
information and access to
support, such as provision
of and/or referral to
counselling and medical
care; information about
options under UNB
policies, procedures and
collective agreements, and
options under the criminal
justice system; and
support for appropriate
academic and other
necessary
accommodations;
The University ensures that

MotUC who experience SV
are supported, treated with
compassion and the
University will appropriately
accommodate their needs.
The University addresses acts
of SV in the University
community fairly and
promptly.
The University is committed
to a survivor-centred
approach to addressing issues
of SV and the development of
English and French language
services.
The University will maintain
annual statistics, without
identifying information, on
disclosed and reported
incidents of SV on campus
and in accordance with
legislative requirements.
External reporting of such
statistics will be done in
accordance with legislative
requirements.
Students: GBM includes a

broad range of behaviors
focused on sex and/or
gender that may or may
not be sexual in nature.
This misconduct can occur
between strangers or
acquaintances, or people
who know each other
well, including between
people involved in an
intimate or sexual
relationship, can be
committed by anyone
regardless of gender
identity, and can occur
between people of the
same or different sex or
gender. One form of
prohibited conduct can
occur separately from or
simultaneously with
another form of
prohibited conduct. (3)
Employees: As an equal
opportunity and
affirmative action
employer, Columbia is
committed to ensuring
that university
employment is based
upon personal capabilities
and qualifications without
discrimination based on
race, color, religion, sex,
age, national origin,
disability, pregnancy,
sexual orientation, marital
status, status as a victim of
domestic violence,
alienage or citizenship
status, creed, genetic
predisposition or carrier
status, unemployment
status, or any other
protected characteristic as
established by law.
Applies to all policies and
procedures relating to
recruitment and hiring,
compensation, benefits,
termination, and all other
terms and conditions of
employment.
Each individual has the
right to work in a
professional atmosphere
that promotes equal
employment opportunities
and prohibits
discriminatory practices,
including harassment.
Therefore, the University
expects that all
relationships among
persons in the workplace
will be business-like and
free of bias, prejudice and
It is the policy of the

University to provide
educational, preventative
and training programs
regarding sexual or
gender-based harassment;
to encourage reporting of
incidents; to prevent
incidents of sexual and
gender-based harassment
from denying or limiting
an individuals ability to
participate in or benefit
from the Universitys
programs; to make
available timely services
for those who have been
affected by discrimination;
and to provide prompt
and equitable methods of
investigation and
resolution to stop
discrimination, remedy
any harm, and prevent its
recurrence. Violations of
this Policy may result in
the imposition of
sanctions up to, and
including, termination,
dismissal, or expulsion, as
determined by the
appropriate officials at the
School or unit. (3)
Nothing in this Policy shall
be construed to abridge
academic freedom and
inquiry, principles of free
speech, or the Universitys
educational mission.(4)
An individuals freedom of
expression relies on both
freedom from censorship
and freedom from
discrimination including
harassing speech based
on sex, sexual orientation,
or gender identity. The
FAS is committed to
maintaining this balance:
it is difficult to achieve,
but it is a goal we all
embrace. This Policy is
intended to safeguard
members of our
community from invidious
discrimination, not to
regulate the content of
protected speech. (2)
Page 4 of 23

BCIT
Newfoundland (draft
policy)
Queens U
Ryerson U
UBC
(draft policy)
U of Lethbridge
person and seek out

personal counselling.
U of Manitoba
The University is committed

to promoting a safe work and
learning environment by
encouraging all MotUC to: (a)
Bring forward credible
evidence of a Breach of
which they become aware to
an appropriate authority,
subject to section 2.9 of this
Policy;
(b) Provide reasonable
cooperation in an
Investigation of a Breach;
and
(c) Be aware of their
responsibilities under this
Policy and the Procedure.
U of New Brunswick
U of Ottawa
Columbia U

& Sciences)
harassment. The
University further strives
to ensure that all
employees feel safe at
work. Accordingly, the
University prohibits acts of
violence, including
stalking, domestic
violence, dating violence,
and stalking.
Violations of this Policy
are prohibited.
Appropriate disciplinary
action may be taken
against any employee or
3P who violates this
Policy.
(2-3)
Page 5 of 23
Statements on Gender, Sexuality, Race, Ability, Power Relationships, and/or Intersectionality
BCIT
Newfoundland (draft
policy)
The University accepts
that social relationships,
freedoms of expression
and the rights of academic
staff to academic freedom
exists, however, power
differences, implicit or
explicit, between or
among students, faculty
and staff also exist. Where
one person has power or
authority over another,
implicit or explicit, there is
potential for SH issues to
arise.
Queens U
Ryerson is an extremely
diverse community;
efforts to address SV need
to be grounded in
understanding that each
persons experience will
be affected by many
factors such as their sex,
ancestry, race, ethnicity,
language, ability, faith,
age, socioeconomic status,
sexual orientation, and
gender identity.
Must acknowledge that
some acts of SV are also
acts of sexism, racism,
ableism, homophobia, or
transphobia.
Anyone in a relationship
with a person where a
power differential exists is
advised that, if a
Complaint of SH is
subsequently filed, the
power differential may be
construed against the
person in power.
None
When power differentials

exist amongst or between
MotUC, those holding
positions of authority
must respect the power
with which they are
entrusted. Consent is a
required element of such
a relationship.
Ryerson U
None
UBC
(draft policy)
U of Lethbridge
Recognizes all individuals

of all gender identities,
gender expressions, sexual
orientations may
experience SA. UBC
committed to ensuring
policy and processes
respect all members
identity, gender
expression, or sexual
orientation.
Further recognizes that SA
is overwhelmingly
committed against
women, particularly
younger women and
women who experience
multiple intersections of
disadvantage such as, but
not limited to, Indigenous
women, women with
disabilities, and racialized
women.
UBC recognizes that those
whose gender identity or
gender expression does
not confirm to accepted
gender norms, such as
gender-variant, Trans or
Two-Spirited people are
also at heightened risk of
SA.
U of Manitoba
U of New Brunswick
U of Ottawa
The University recognizes

that SA can occur between
individuals regardless of
sexual orientation, gender,
gender identity and/or
relationship status. The
University also recognizes
that individuals who have
experienced SA may
experience mental, physical,
academic and/or other
difficulties.
UNB recognizes that,

according to research, the
majority of complainants
are female and the
majority of respondents
are male.
The University acknowledges

and combats broader social
attitudes about gender, sex
and sexuality that normalize
SV and undermine womens
equality.
Further recognizes that SV

can occur between
individuals regardless of
sex, sexual orientation,
gender, gender identity or
expression, or relationship
status as such concepts
are articulated in NB
Human Rights Act and
collective agreements.
Also recognizes that
individuals who have
experiences SA experience
a range of physical and
psychological impacts that
can profoundly affect their
lives.
None
Pursuant to the
Newfoundland and
Labrador Human Rights
Act, sexual solicitation by
a person in a position to
confer, grant or deny a
benefit or advancement to
another person shall not
engage in sexual
solicitation or make a
sexual advance to that
person. A person who is
in a position to confer or
deny a benefit or
advancement to another
person shall not penalize,
punish or threaten reprisal
against that person for the
rejection of a sexual
solicitation or advance.
Columbia U
Students: GBM can be
committed by anyone
identity, and it can occur
between people of the
same or different sex or
gender. (3)
This policy applies
regardless of a persons
gender, gender identity,
gender expression, sexual
orientation, age, race,
nationality, class status,
religion, pregnancy,
predisposing genetic
characteristics, military
status, criminal
convictions, domestic
violence status, familial
status, or other protected
status. (2)
For the purposes of this
policy, references to he/
she also include they and
any other preferred
pronouns. (2, fn4)
Employees: It is the
universitys policy not to
discriminate against any
qualified employee or
applicant with regard to
any terms or conditions of
employment because of
such individuals disability
or perceived disability so
long as the employee can
perform the essential
functions of the job. (6)
Definition of consent does
not vary based upon
participants sex, sexual
orientation, gender
identity, gender
expression, or relationship
status. (27)

& Sciences)
This policy forms one part
of a range of measures
within the FAS designed to
prevent discrimination or
harassment based on any
protected class, including
race, religion, national
origin, ethnicity,
citizenship, age, sex,
veteran status, or
disability. While this Policy
focuses on sexual and
gender-based harassment,
it is important to
recognize the ways in
which all forms of
discrimination reduce our
potential as a community
of learners and
teachers.(1)
Sometimes a person may
make incorrect
assumptions about
another persons sex,
sexual orientation, or
gender identity.
Harassment based on
incorrect assumptions
about sex, sexual
orientation, or gender
identity is prohibited
under this Policy. For
example, the FAS does not
allow harassment based
on the belief that
someone is gay whether
or not that person is
actually gay.(2)
Relationships/ harassment
between individuals in
authority relationships
have elements of power.
Incumbent upon those
with authority to not
abuse it. Prohibits
consensual relationships
where there is supervision
or authority. (8-9)
Page 6 of 23

BCIT
Queens U
Applies to all Queens
students in all their
interactions with other
members of the Queens
Community.
Ryerson U
All members of the
Ryerson community.
UBC
(draft policy)
U of Lethbridge
All members of the UBC

community.
All members of the university

community.
UBC has jurisdiction to

address Reports made
against a MotUC, and can
take action to the extent
of its relationship to that
Member. UBC does not
have jurisdiction to
address allegations made
against a person who is
not a MotUC; however, in
certain circumstances,
UBC may be able to
restrict that persons
access to campus under
Policy #14 Response to
At-Risk Behaviour.
Scope of Policy
Applies to sexual assault

on or off campus or at a
BCIT sponsored event, and
either the accused or the
person who has
experienced SA is acting
in a capacity defined by
their relationship to BCIT
or there is an impact on
the learning or working
environment.
Newfoundland (draft
policy)
All members of the
University community.
U of Manitoba
Applies to Board of
Governors members, Senate
members,
Faculty/College/School
Councils, employees, anyone
holding an appointment at
the University, students,
volunteers, external parties,
contractors and suppliers.
U of New Brunswick
All members of the
university community
including employers,
governors, students,
contractors, suppliers of
services, volunteers,
visitors, and individuals
who are directly
connected to any
university initiatives.
Applies to actions,
interactions and
behaviours that take place
on university premises or
off university premises but
involves the business of
the university or activities
sanctioned by or
representing the
university (incl. but not
limited to athletic events,
placements, academic or
professional conferences,
volunteer activities,
academic or research field
work), or off university
premises where such
actions, interactions or
behaviour have an impact
on another MotUC or have
the potential to have an
impact on the reputation
of the university.
U of Ottawa
Columbia U
All members of the university

community, whether in
learning or work
environment, on or off
campus, or interacting
through social or other
electronic media. Learning
or work environment
encompasses any setting
where University learning,
work or other activities take
place, whether in the
classroom, lab, other
teaching, research, study, or
office settings, in Residence
or in connection with clubs or
sports teams.
Students: covers GBM

involving students that (1)
occurs on university
campus or in connection
with university programs
or activities; (2) creates a
hostile environment for
university students, or (3)
involves a respondent who
is currently an
undergraduate, graduate
or professional student at
the university. (2)
Employees: governs the
conduct of University
employees and 3Ps that
(1) occurs on any
university campus or in
connection with university
sponsored
programs/activities, or (2)
creates, contributes to, or
continues a hostile work,
educational, or living
environment for university
employees or students.
The Procedures apply
when the respondent is a
current employee of the
university or a 3P. (1-2)
Does not apply to faculty
complaints of
discrimination and/or
retaliations re denial of
tenure or failure to reappoint in a non-tenured
rank. Such complaints are
filed with University
Senate Committee on
Faculty Affairs, Academic
Freedom, and Tenure and
governed by that cmtees
procedure. (2fn2)

& Sciences)
Sexual or gender-based
harassment committed by
students, faculty, staff,
Harvard appointees, or
third parties, whenever
the misconduct occurs. (56)
On Harvard property; or
off Harvard property if the
conduct was connected to
the university or a
university-recognized
program/activity, or
conduct may have the
effect of creating a hostile
environment for a MotUC.
(6)
The FAS policy adopts the
Harvard-wide Sexual and
Gender-Based Harassment
Policy and procedures,
and elaborates on and
supplements them.
(3)
FAS expects all students,
whether on or off campus
or currently enrolled in a
degree program, to be
citizen leaders in the
community and behave in
mature & responsible
manner. Therefore,
sexual and gender based
misconduct are not
tolerated by FAS even
when they do not create a
hostile environment for a
MotUC, and may be
referred for investigation.
(7-8)
Student orgs/clubs are
covered b/c connection
with university recognized
program or activity.(7)
Policy not intended to

inhibit or restrict academic
freedom or genuine
contributions to the
marketplace of ideas.
Prohibitions against
discrimination and
harassment do not extend
to statements or written
materials that are
germane to classroom
subject matter or
legitimate academic
debate.(9)
Page 7 of 23

BCIT
Confidentiality
Confidentiality particularly
important to those who
have disclosed SA. BCIT
will observe confidentiality
of all persons involved in
SA report, including
person who has
experienced SA, person
accused, and any
witnesses. BCIT may have
obligation to take steps to
comply with legal
requirements and/or
policies; this may include
investigations. BCIT will
first consult with the
person who has
experienced SA and work
closely with them with
respect to their wishes.
Confidentiality cannot be
assured if imminent risk to
self-harm or harm to
others, reason to believe
BCIT community or
broader community is at
risk of harm, and/or
reporting required by law
or policy. If required, BCIT
personnel will be informed
about the reported
incident on a need to
know and confidential
basis, and not necessarily
with the identities of
those involved.
Newfoundland (draft
policy)
All persons involved in
process related to Policy
required to maintain
confidentiality.
Confidential matters
handled in accordance w/
privacy legislation and
university policies.
Only persons with a bona
fide need to know the
details of a situation will
have access and such
access is limited to the
scope of their
responsibilities. 3Ps
attempting to gain or
gaining access to personal
information with respect
to a Concern or Complaint,
where such information is
not needed to perform the
scope of their
responsibilities, violate
this policy and may violate
privacy legislation.
A breach of confidentiality
may be subject to
discipline or other
appropriate action.
In cases where the
Respondent is a university
employee, the parties are
entitled to have access to
all relevant information
created or gathered for a
SH investigation. In
addition, witnesses who
participate in an
investigation may request
information that relates to
their statements to the
investigator.
Confidentiality may not
apply to persons subject
to extra-University judicial
processes, or where
disclosure is permitted by
law, or where the wellbeing, safety and security
of a person or persons is a
concern. In such
circumstances,
information, as
appropriate, would only
be shared with those with
a bona fide need to know.
Queens U
Ryerson U
Confidentiality an
important principle in
creating an environment
where those who have
experienced SV feel safe
to disclose and seek
support and
accommodation. Privacy
and confidentiality of all
MotUC will be protected
to the extent possible, but
may be precluded where,
e.g., risk of self harm or
harming another, other
members of broader
community may be at risk,
reporting is required by
law or university has
obligation to investigate.
All parties involved will be
informed about possible
limits of confidentiality.
Ensuring confidentiality is
a key principle in creating
an environment and
culture where survivors
feel safe to disclose and
seek support and
accommodation. The
university is committed to
ensuring such an
environment and culture
exists.
Confidentiality limited by:
imminent risk of self harm
or of harming others,
evidence of SV is available
in public realm (e.g. social
media), or reporting
required by law.
UBC
(draft policy)
UBC is committed to
fulfilling its duty to respect
the privacy of MotUC,
recognizing that
unauthorized disclosures
of personal information
may cause substantial
harm to those who have
Disclosed or Reported a
SA, or those who
participate in a UBC
process that addresses
allegations of SA.
UBC must keep
confidential all info
provided in a disclosure or
report, except:
-UBC staff will share
confidential info within
faculty and staff if
necessary for performance
of their duties
-UBC will share
confidential info in order
to ensure that the
reporting process is fairly
conducted (respondents
right to know identity of
complainant and
allegations against them;
person who alleges SA has
the right to know the
outcome of the
investigation but not the
details of disciplinary
actions unless necessary
to protect their health/
safety). Other persons do
not have the right to know
any confidential info
except to the extent
required to conduct the
investigation.
U of Lethbridge
U of Manitoba
U of New Brunswick
Recognizes importance of
confidentiality, however there
are limits under certain
circumstances e.g. imminent
risk of harming self or others,
reasonable grounds to believe
community may be at risk of
harm, to promote fairness for
all parties involved (e.g. when
report received by ULeth,
investigation process
necessitates making identity of
complainant known to
respondent), when required by
law or policy or appropriate
external authority.
Confidentiality is particularly
important to those who have
disclosed SA. The
confidentiality of all persons
involved in a report of SA
must be strictly observed,
and the University will
respect the confidentiality of
all
persons, subject to section
2.9 (Rights of the Survivor)
and in accordance with
sections 2.63 to 2.66
of the Procedure.
UNB committed to
respecting confidentiality
of all persons. However,
confidentiality cannot be
assured if: imminent risk
of self-harm, imminent
risk of harming others,
child or vulnerable person
is harmed or at risk,
reasonable grounds of risk
of harm to UNB or wider
community, and/or
disclosure is required
under law.
Info will only be shared as
necessary to prevent harm
or as required by law;
names of complainant/
respondent will not be
released to public. Privacy
and confidentiality
accomplished according to
Privacy Act and UNB
policy.
In some cases the university

may be required to take action
independent of the intentions
of the parties; individuals
affected will be fully informed
and may choose to be
supported at every step of the
process.
UBC Counsel may

authorize sharing of
confidential info if person
has consented in writing,
necessary to protect
health or safety, or
otherwise reqd by law.
Unauthorized release of
confidential info may
violate FIPPA, may deter
others from coming
forward if they have been
SA, and may also prevent
UBC from conducting a
fair process.
Records handled in
accordance with privacy
legislation & university
policy.
U of Ottawa
Reports of SV treated in
confidential manner in
accordance with FIPPA and
collective agreements.
All MotUC who receive a
report of SV or who are
involved in investigating or
addressing it must keep
matter confidential.
University must make every
reasonable effort to maintain
confidentiality and will limit
disclosure to those who need
to know. However, university
might not be able to
guarantee confidentiality if
risk of self-harm or harming
an identified individual,
members of UofO community
or broader community may
be at risk of harm, and/or
reporting required by law.
If a survivor or other person
requests that UofO not take
action re SV, then UofO must
weigh the persons request
against UofOs legal
obligation to take action and
provide a learning and work
environment that is safe and
free from SV for all MotUC.
Re formal complaint process:
info disclosed at any time is
maintained confidential to
extent possible; may be
disclosed to those who need
to know to investigate/
address complaint. Where
possible, person filing
complaint will be consulted.
All persons must maintain
confidentiality pending
outcome of complaint. If
breach occurs, may be
considered in ensuing
process. Info disclosed during
mediation is w/o prejudice.
Columbia U
Students: University
values privacy of
community members.
MotUC should be able to
seek the assistance they
need w/o fear that info
will be shared. However,
laws may require sharing
info with the government
or university authorities.
Even when obligation to
report, will protect and
respect students privacy
to greatest extent possible
and share info on need to
know basis only. Info will
be relayed only as
necessary for Title IX
and/or GBM Office to
investigate and/or seek
resolution. University
provides confidential
advocacy, crisis and
pastoral counselling, and
medical services, on
campus. Conversations
with them are
confidential. Will listen,
help obtain additional
supports, arrange for
medical care, accompany
students to seek care.
Students may use
regardless of whether
they make a complaint or
participate in disciplinary
or criminal process. (7-8)
Student can request GBM
Office not disclose his/her
identity to anyone else,
incl. alleged perp. While
such request may limit
investigation, the Office
will consider the request
in light of universitys
commitment to provide
safe and
nondiscriminatory
environment and will
honour where possible.
University will reveal info
about investigations,
discipline only to those
who need to know. (9)
Employees: See
Procedures.
The University will protect
privacy of those who come
forward to the extent
possible and permissible
by law. (1)

& Sciences)
Individuals considering
making a disclosure
should ensure they have
informed expectations
about privacy and
confidentiality. University
committed to providing all
possible assistance in
understanding these
issues.(6)
University will treat info
with appropriate
sensitivity, but may need
to share info with those
responsible for stopping
or preventing sexual or
gender based harassment,
e.g. university officers
(incl. deans, admin staff,
residence life, coaches,
faculty, instructors) must
promptly notify Title IX
Coordinator about
possible sexual or gender
based harassment,
regardless of whether a
complaint is filed. This is
necessary so e.g. people
received appropriate
services & info, university
can track incidents and
identify patterns, and
university can take steps
to protect community.
This reporting will not
necessarily result in a
complaint; school/unit
and Title IX Officer will
assess info and determine
what action, if any, will be
taken. Info will be
disclosed only to those
who need to know.(7)
Some persons are subject
to legal privilege and do
not have to report: mental
health clinicians, rape
crisis counsellors, lawyers,
clergy. Also Ombuds and
OSAPR do not have to
report unless there is an
external investigation (e.g.
court case).(10)
Once formal complaint
filed, parties free to share
own experiences, but not
info they learned solely
through investigatory
process. (16)
Page 8 of 23

BCIT
Education and Training of Campus Community
BCIT will implement

ongoing awareness and
education programs
targeting the BCIT
Community, as
appropriate.
Newfoundland (draft
policy)
See Responsibilities
Under Policy, below.
Queens U
Ryerson U
Office of SV Education and

Support will work with
campus partners e.g.
Student Wellness Services,
Residence Life, Student
Affairs, Human Rights
Office, HR, CSEC,
Environmental Health &
Safety, student groups, to
develop and implement
annual education strategy
to address SV, promote
culture of consent,
encourage survivors to
access support. Ongoing
education will include
awareness campaigns and
educational and training
programs for Queens
community.
Office of Sexual Violence

Education and Support
work with on and off
campus partners to
develop annual education
strategy incl. campaigns,
training sessions,
workshops, print & online
resources, programs and
events on topics e.g. rape
culture, consent culture,
SA awareness, how to
seek support, resources
for survivors, advice for
first responders, etc.
Audience = students, staff,
faculty, visitors. Emphasis
on new MotUC. Faculty &
depts. Encouraged to
include education related
to rape culture and SV in
course materials and
program curricula where
appropriate.
The university will deliver

appropriate info related to
SV to Queens community,
incl. students in all years,
with focus on incoming
students during
orientation week. Subject
matter experts will
collaborate to lead
content/format design, in
consultation with
students, to ensure info is
tailored to audience and
context.
UBC
(draft policy)
U of Lethbridge
U of Manitoba
U of New Brunswick
U of Ottawa
Columbia U
comprehensive and
inclusive SA prevention
initiatives to Members of
the UBC Community,
including education and
awareness programs,
safety measures and
campus communications.
Committed to ongoing
education and awareness
initiatives about SV. ULeth will
support initiatives through a
dedicated Sexual Violence
Education and Awareness web
page and through annual
awareness and education
strategies.
University will, through

various academic and admin
units and programs, educate
MotUC about rights and
obligations of MotUC under
this policy & procedure.
UNB committed to:

-ensuring that everyone
involved in conducting
internal investigations is
appropriately trained;
-addressing harmful
attitudes and behaviours
that reinforce
unsupportable beliefs
about SA, such as rape
myths or victim blaming;
- public education and
prevention activities and
creating environments
(social and physical) that
help reduce the risk of SA;
-providing appropriate
education and training to
the UNB community about
how to respond to the
Disclosure of SA.
-providing awareness
raising, education, and
training programs for the
UNB community about SA
and UNBs SA policy and
procedures;
The University will provide or

make available to members of
the University community
training on this Policy and on
the prevention of SV, with
content tailored to the
audience and relevant to their
role and responsibility in
responding to and addressing
SV.
Students: The University

supports public awareness
events such as Take Back
the Night, the Clothesline
Project, candlelight vigils,
protests, survivor speak
outs, and other forums.
These activities help
inform the need for
campus-wide education
and prevention efforts.
The disclosure of incidents
of GBM at such events is
not considered a report to
the University for
purposes of triggering an
investigation of a
particular incident. (11)
ULeth will support promotion of

only with consent culture.
All MotUC have responsibility

to educate themselves as to
the expectations and
reporting requirements
under the Policy and
procedure.
University committed to:
(e) Engaging in public
education, awareness and
prevention activities;
(f) Providing information to
the University Community
about SA on campus;
(g) Providing appropriate
education and training to the
University Community about
responding to the disclosure
of SA;
See procedures UNB will

engage in a range of
awareness, education,
prevention initiatives
related to SA. Target
audience is entire
university community.
Include but not limited to:
-education increasing
awareness of SA policy
and procedures &
programs and services
available to students and
others who have
experienced SA or
received a disclosure of SA
-education about and
increasing awareness of a
range of issues related to
consent, factors
associated with SA and SV,
and providing support to
complainants of SA
-prevention initiatives incl.
programs such as Bringing
in the Bystander training,
and environmental
changes such as enhanced
lighting. (Procedures, 4)
Focus on promoting
culture of consent.

& Sciences)
See: Policy Statements,
above.
Employees: The University

provides training
programs for faculty and
staff concerning conduct
that may constitute a
violation of University
policies and the
procedures applicable to
alleged violations. All
University employees are
expected to participate in
training programs offered
to them and to be
knowledgeable about the
Universitys policies and
procedures.
Requests for training as
well as any questions
about the Universitys
policies and procedures
should be addressed to
EOAA. (8)
Page 9 of 23
Case Manager, Advocate, SV Task Force, SART, SV Committee
BCIT
None
Newfoundland (draft
policy)
Sexual Harassment
Advisor: has the primary
responsibility for the
implementation of the
Sexual Harassment Policy
and its related UniversityWide Procedures for
Sexual Harassment
Concerns and Complaints
and plays a key,
University-wide role in
preventing and dealing
with SH. The Advisor shall
maintain impartiality, and
be as accessible as
possible to the University
community. The Advisor
reports to the President
and works in collaboration
with the Sexual
Harassment Board.
Sexual Harassment Board:
In collaboration with the
Advisor, oversees the
implementation of and
reviews the UniversityWide Procedures for
Sexual Harassment
Concerns and Complaints.
The Board is
representative of the
identified University
constituency groups as
stated in the Terms of
Reference for the Sexual
Harassment Board.
Queens U
Ryerson U

Support is preferred office
for first contact, provides
information and support,
and helps people navigate
the process.

Education and Support will
work with individual
survivors to determine
support and/or workplace
and academic
accommodation needs
and assist them in
accessing these.
Office maintains annual

statistics, without
identifying information, on
disclosed and reported
incidents of SV on campus
in accordance with
legislative requirements.
Any external reporting will
be in accordance with
provincial regulations.
UBC
(draft policy)
U of Lethbridge
U of Manitoba
U of New Brunswick
U of Ottawa
Columbia U
Case management, support,

accommodation, and reporting
are handled by CSEC.
University will establish

Human Rights Advisory
Cmtee, consisting of AVP HR
(or designate), VP Students
(or designate), and VP
Academic Affairs (or
designate w/ academic
appointment). Mandate is to
hear appeals from
preliminary assessment
decisions, receive and review
HRCMOs annual report,
provide advice & guidance on
potential amendments or
revisions to this policy /
procedure.
CSASA: Campus Sexual

Assault Support Advocate
appropriately trained
individual who is first
point of contact or referral
for any Member who has
experienced SA. Provides
initial and ongoing support
incl. confidential
consultation, assistance in
accessing on-and offcampus services.
Maintains confidential
records and assists in
education and policy
development.
HRCMO may ask President to

appoint alternate member to
Cmtee if member unable or
unwilling to fulfil
responsibilities or if there is a
conflict of interest or other
reason. Alternate can be
anyone with a direct report
to VP Admin or VP Academic
or other employee who has
desirable skills/experience, is
unbiased, and is not in
conflict. Must be made w/
notice to complainant.
CSART: Campus Sexual

Assault Response Team
composed of AVP Student
Services, Health &
Wellness, Student Life,
CSEC, and CSASA. Ensures
prompt & thorough
response to individuals
who experience SA within
campus community.
Sexual Violence Response

Team Director of HRO may
engage to ensure safety,
follow up, and support for
those involved in report of SV.
Composed of Director of HRO,
Director of CSEC, and faculty
or admin rep related to
person who reported or
person said to have engaged
in SV. Team must ensure
following steps & follow up:
-person who experienced SV
is given info regarding
support and advocacy,
internal and external
complaint processes;
-appropriate accommodation
and interim measures are
made available to stabilize
situation, separate parties if
necessary, and address safety
or security concerns;
-threat assessment is
conducted.
Students: The universitys

Gender-Based Misconduct
Office serves as the
central point of contact
for all students affected by
GBM.
(2)
GBM Office is not an
advocate, but a neutral
resource for all students.
Can refer students to
other resources, offer
appropriate protections,
coordinate discipline
process. Provide support
and assistance
throughout. Each person
who engages with GBM
Office will be assigned a
case manager, who may
assist students seeking
accommodation incl. cases
where complainant
chooses not to engage in
discipline process and
when respondent is not
affiliated with university.
(8)
Coordinator of Student
Wellness Education & SV
Support is available during
office hours to discuss options,
act as ally to help navigate
services and resources, and
provide education and
information about emotional
response to SV. Service is
confidential and respects
survivors choice. (Not in policy
copied from website at
http://www.uleth.ca/sexualviolence-information/survivor).
Office will maintain annual

statistics on disclosed and
reported instances of SV
for the purpose of
community education and
any legislated reporting
requirements. This data
will not include
information that would
identify a person.
None
Role of HRCMO: provide

advice and guidance to
university community re
policy implementation;
facilitate education and
training for MotUC; conduct
prelim assessment of formal
complaints; inform
complainant and respondent
re opportunities for informal
resolution, and communicate
between complaint and
respondent; identify and
track trends related to policy
and provide advice &
guidance to university
administration; and provide
advice and guidance on
amendment / revision to
policy. HRCMO will produce
annual report outlining
aggregate data re number
and type of complaints/
investigations, observable
trends, de-identified info re
particularly important cases,
de-identified data re
disclosures of SA reported to
HRCMO, info on educational
activities, and other relevant
info. Annual report will be
made available to university
community.
Task Force on Campus

Sexual Assault: composed
of VP Academic, AVP
Human Resources, AVP
Student Services, Director
Student Services, Human
Rights Officer, CSASA
responsible for ongoing
policy oversight and
implementation. Reports
annually to President.
Team can confidentially

consult or seek assistance of
other internal authorities or
resources, and can consult or
seek assistance of external
parties relevant to particular
incident.
UofO will establish a
Committee on the
Prevention of SV w/
representation of students,
faculty, staff, employees,
senior admin. Report to Pres.
Purposes:
-encourage student orgs,
faculties, admin units to work
together to promote safe
learning & working
environment
-receive and consider HRO
annual reports re SV
-recommend to Pres on
additional resources or
measures to address SV
-consider & recommend
proposals for new training
programs and monitor
coordination,
implementation, and success
of SV training
-monitor the implementation
of and access to academic
accommodations and other
interim measures reported to
it, to address SV across
campus using a survivorcentred approach

& Sciences)
Title IX Office.
Employees: The Office of

Equal Opportunity and
Affirmative Action (EOAA)
receives all reports of
violations of this policy,
evaluates
accommodations and
interim measures, and
coordinates investigation
and discipline proceedings
(see Procedures). (9-13)
Page 10 of 23
Disclosure/Informal Reporting, Support & Accommodation
In certain circumstances
the duty to accommodate
for services, facilities and
academic purposes may
be required, under the
provisions of the
Newfoundland and
Act. In these
circumstances, the Advisor
will facilitate the process
of accommodation, while
maintaining
confidentiality. See also
the Universitys Workplace
Accommodation Policy
and Accommodations for
Students with Disabilities
Policy.
None
All persons have the right

to forego criminal and
university reporting
avenues and opt for
confidential disclosure to a
counsellor for ongoing
support.
Individuals may disclose to
professional counsellor,
Human Rights Office,
and/or Office of Sexual
Violence Education and
Support to receive
personal support and
academic
accommodations that may
be needed.
All MotUC should expect

to receive support through
the appropriate office if
they have experienced SV.
Detailed info on website.
Survivors can access
support regardless of
when, where, or by whose
hand they experienced SV.
Survivors need only
disclose their experience
to seek support and are
not required or pressured
to make formal report or
complaint. In rare cases
the university may be
required to take action
w/o survivors consent
individuals affected would
be fully informed and
supported at every step.
Survivors have the right to
determine what and how
much they choose to
disclose or report about
their experience and
decide whether to report
to police and/or CSEC.
May disclose w/o report.

Disclosure does not result
in a report being made,
and does not initiate
process to address SA.
UBC will respect persons
decision to disclose or
report.
UBC will make appropriate
support services, incl.
accommodation, available
to any MotUC on the basis
of a disclosure. A report
need not be made, and
the person making the
disclosure does not have
to prove that SA occurred
in order to access services.
On and off campus support and

resources incl. counselling and
medical attention are available
to MotUC who experience SV.
MotUC need only disclose their
experience to seek support and
resources and will not be
required to make a report.
Disclosure may be made to
CSEC.
Following a disclosure of SV,
ULeth will support provision of
appropriate working, academic,
and/or living accommodations
in accordance with applicable
law.
UBC recognizes that first

disclosure of SA is often
made to someone the
person already knows;
disclosure can be made to
any MotUC. Anyone who
receives a disclosure can
contact the Equity &
Inclusion Office, or any
trained MotUC, for
support and information.
Certain MotUC have been
trained to receive SA
disclosures, including
Equity & Inclusion Office,
CSEC, Residence Life, and
Student Conduct Mgrs.
They can provide infor and
support, incl. assistance
with accessing and
coordinating services,
reporting options,
assistance with reporting.
On the basis of a
disclosure, UBC can
provide support services,
and accommodations,
which may include:
referrals to Counselling
Services, Health Services,
employee and family
assistance program, safety
planning, student
residence relocation, class
schedule changes,
academic
accommodations,
alternative work or activity
scheduling, and safety
measures
University will maintain a

website to support those
affected by SA, with links to
on campus and off campus
supports and resources.
MotUC encouraged to
consult this website, and to
consult with a health care
provider for treatment or
referral for post-incident
counselling if appropriate.
For students affected by SA,
the university will:
(a) Provide reasonable
academic accommodations
(such as extensions on
assignments, deferrals of
exams, leaves of absences,
authorized withdrawals,
etc.); and
(b) Create a safety plan in
consultation with the
University's Student Support
Case Manager, UMSS, and
other offices as appropriate.
For employees affected by
SA, the University will: (a)
Provide reasonable work
accommodations, in
consultation with Human
Resources; and (b) Create a
safety plan in consultation
with the Unit Head, UMSS,
and other offices as
appropriate.
Accommodations subject to
Rights of Survivor and
confidentiality.
Encourage anyone who

experienced SA to seek
help and support ASAP.
Recognizes that
individuals will often
require time and
reflection before making a
decision. Encourage to
disclose as soon as they
are able to. MotUC are
expected to inform CSASA
of SAs or allegations of SA.
If immediate threat, call
CSEC or 911.
Where UNB becomes
aware of assault or
allegation of SA by or
against a MotUC which
occurs off campus or that
poses a safety risk, UNB
will take all reasonable
steps to ensure the safety
of the campus community.
UNB may also have an
obligation to comply with
legal obligation and/or
policies to investigate
even if no formal
complaint filed. UNB will
take steps to ensure
confidentiality is
respected.
A person affected by SV is not

required to report an incident
of or make a complaint about
SV under the formal
complaint process of this
Policy in order to obtain
supports and services or to
receive appropriate
accommodation for his or her
needs.
To greatest extent possible
UofO will respect a persons
choice not to proceed with
formal complaint or a request
that UofO not investigate.
However, UofO may not be
able to fulfil persons wishes
and can initiate investigation
if reason to believe MotUC or
broader community may be
at risk of harm or if UofO has
legal obligation to investigate.
In this case the person has
the right not to participate in
the investigation. Will be
updated on investigation and
results if requested.
Students: Encourages all

students affected by GBM
to seek immediate
assistance may be
important to ensure
students physical safety
or to obtain medical care,
emotional support, other
support, preserve
evidence. Available 24/7,
see Resources section. (7)
In all cases, university will
take appropriate steps to
counteract alleged GBM,
prevent its recurrence,
and make
accommodations for those
involved. May incl.
academic, residential, and
work accommodations,
increased monitoring,
supervision, security at
locations or in connection
with activities, training
and education for campus
community. If possibility
for harm, university will
take protective measures
in consult w/ students. (9)
Office of GBM will
evaluate any requests for
accommodation in light of
circumstances and info
available at the time. If
cannot be granted, will
explain in writing to
student. Accommodations
may include moving
residence, adjusting work
schedule, changing
academic schedule,
allowing w/draw from
class w/o penalty, access
to tutoring etc. Will also
work with disability
service office as
appropriate. Student may
request review of need/
terms of accommodation
in writing to AVP Student
Conduct. Student may also
be entitled to remedies
under law such as
protection order.
Interim measures to
support initiating party
may be considered or
implemented at any time,
incl. during request for
info/advice, informal
resolution, or formal
complaint. Interim
measures might include:
restrictions on contact,
work schedule alterations,
changes in work locations,
leave of absence,
increased monitoring of
certain campus areas.
Interim measures subject
to review and revision
throughout the process.
(11)
MotUC are encouraged to
contact ODR or Title IX
Coordinator for
information or advice. (11)
Title IX Coordinators can
suggest names of FAS
officers who might be
willing to serve as
personal advisor for
informal resolution or
formal complaint, for
complainant or
respondent. (12)
May request informal
resolution w/in Title IX
Office. Title IX will assess,
attempt to aid parties in
finding mutually
acceptable resolution. (1213)
If, in the course of
reaching an informal
resolution, evidence of
violations of other FAS
policies emerges, may
investigate such violations
party notified.(13)
Normally complete w/in 23 weeks.(13)
See also: Procedures.
University may also take

action through interim
measures to protect safety
of parties and integrity of
investigation, e.g. no
contact order, restricting
respondents access to
campus buildings and/or
university property,
moving students
residence, temporarily
suspending respondent
Page 11 of 23

BCIT
Newfoundland (draft
policy)
Queens U
Ryerson U
UBC
(draft policy)
U of Lethbridge
U of Manitoba
U of New Brunswick
U of Ottawa
Columbia U

& Sciences)
from university or from

specified activities.
University will provide
written notice. Students
may request review as for
accommodations. (9-10)
Employees: See
Procedures
Page 12 of 23

When BCIT employees
become aware of SA
allegation, they must
inform BCIT Safety,
Security, and Emergency
Management Dept. (SSM).
When all other MotUC
experience, witness, or
have reason to believe SA
has occurred, they are
encouraged to
immediately inform SSEM.
Formal Reporting
A person who has

experienced SA, in
addition to informing
SSEM, may also choose to
file a complaint and/or
report the incident to
police.
MotUC and NonUniversity Persons may

bring forward Concerns or
Complaints of SH against a
MotUC or against a NonUniversity Person.
Bystanders may bring
forward Concerns or
Complaints under this
Policy.
In cases of alleged SA,
persons are encouraged to
contact the appropriate
Legal Authorities
immediately. In addition,
they should refer
Concerns to the Advisor
and Sexual Assault
Support and Resource
Tree. As SA is a criminal
offence, at the
Complainants request,
the Advisor shall refer the
allegation to Legal
Authorities or to other
community resources.
Students are advised to
report incidents of SH that
occur during work terms,
placements, internships,
instructional field courses
or practice outside the
University. Students may
avail of the support,
advice and guidance of the
Advisor to do so.
A Concern or Complaint of
SH against a NonUniversity Person should
be reported to the
Advisor. Where a
Complaint has been made
against a Non-University
Person, the Advisor will
determine, in consultation
with the Complainant, the
appropriate steps to be
taken. The Advisor may
also seek advice or
guidance. SH by a NonUniversity Person may
result in suspension of
privileges, such as access
to campus or other
appropriate action.
Where circumstances
warrant, the President or
a VP, on the advice of the
Advisor, may authorize a
Unit Assessment.
Where Concern or
Complaint reported,
university will exercise
care to protect and
When SV is reported,
Queens will respond
promptly with the aim of:
-supporting any MotUC
-assessing the safety of
any person as well as
entire campus community
-referring anyone who
reports experiencing SV to
formal and informal
avenues for recourse
-engaging appropriate
support and response
mechanisms
-ensuring that any MotUC
against whom an
allegation of SV is made
receives appropriate
support and advice
Once university has
received a report, will
offer appropriate support
and other resources to
person who has
experienced SV as well as
any person or group
against whom allegations
of SV is made (should also
seek advice from
Ombudsperson). Any
party to university process
will be provided with info
regarding relevant policies
as well as contacts for
support, incl. confidential
counselling and advising.
University may impose
interim measures as
appropriate, incl.
separation of academic
and living situations,
temporary suspension of
student group, no-contact
order, notice of
prohibition, any interim
restrictions relevant to
employees, restriction of
university privileges.
Students requiring
academic
accommodations will be
supported by Coordinator
of Office of SV Education
& Support.
Support is best suited as
first point of contact for
everyone in campus
community seeking
information or support.
The Coordinator of this
Office, or a university
counsellor who is a
specialist in SV trauma,
can provide information
Survivors can file formal

report Office of Sexual
Violence Education and
Support can assist
survivors in understanding
reporting options and
ensuring they have
needed info. Detailed info
about what to expect for
all parties, survivors, and
persons accused will be
provided on website.
Reporting options include
but are not limited to:
criminal report to police,
non-criminal report on
campus under
Discrimination and
Harassment Policy,
Student Code of NonAcademic Conduct,
Residence Community
Standards, report to
workplace manager
involving HR and Faculty
Affairs as appropriate.
UBC will address reports

made against MotUC. If a
person decides that they
want UBC to address a SA
allegation, the following
reporting options are
available depending on
the status of the person
making the allegation:
-if student, then follow
Student Code of Conduct
process
-if faculty/staff, then
report to administrative
unit head for investigation
(or their direct report if
the unit head is alleged
perp). Admin unit head
means Director, Head of
academic dept, Principal,
Dean, AVP, University
Librarian, Registrar, VP,
Deputy Vice Chancellor &
Principal, or President.
Individuals who experience SV

have the right to determine
whether to report. Report may
be to police and/or the
university. CSEC can provide
info to assist MotUC in
understanding each reporting
option. University reporting
falls under Discrimination &
Harassment policy.
In all cases, those

reporting can obtain info
and assistance, including
assistance in IDing the
admin head, from MotUC
who have been trained to
receive disclosures of SA,
including Equity &
Inclusion Office, CSEC,
Residence Life mgrs.,
Student Conduct mgrs.
If a person encounters atrisk behaviour (threat to
safety or security of
person or UBC premises),
including by non-MotUCs,
may report under Policy
#14 (Response to At-Risk
Behaviour).
UBC may not have
jurisdiction to address all
allegations consult
particular UBC process for
more info.
A person is not precluded
from reporting to local law
enforcement if they have
reported to UBC, nor vice
versa. May report to one,
neither, or both.
Allegations of SA may be
made by someone other
than the person assaulted.
However, UBCs ability to
address the allegation will
be dependent on whether
the evidence required to
make findings of fact
regarding the assault can
be obtained. In many
Rights of survivors of Sexual

Assault: Where possible, a
person who has
experienced SA will retain
control over the process of
reporting. However, the
University also has an
obligation to protect the
University Community from
harm. The University
reserves the right to initiate
an Investigation, and/or to
report the incident to police,
even without the consent of
the survivor, if it believes
that the safety of the
University Community is at
risk or if reporting is required
by law (for example, in the
case of a minor). In cases
where actions are taken
without the consent of the
survivor, reasonable efforts
will be made to
preserve the anonymity of
the survivor. In addition, the
survivor will be notified of
the actions the University
intends to take in order that
the survivor can work with
the University to take any
additional safety precautions
that may be required as a
result of the University's
actions.
Report to HRCMO: Where a
report of SA is received by a
MotUC other than UMSS,
that member is encouraged
to consult with the HRCMO
to ensure that coordinated
support and action is
provided to the MotUC
affected by the SA. The
HRCMO may consult with
STATIS in providing support.
Report to UMSS. Where a
report of SA is received by
UMSS, a UMSS
member shall create a
security report and refer the
matter to the HRCMO and
STATIS to ensure that
coordinated support and
action is provided to the
affected MotUC.
Report to STATIS. Where a
report of SA is received by
STATIS, the role of STATIS will
be to:
(a) Develop an action plan to
assist and support the
MotUC affected by the SA;
(b) Ensure that MotUC
affected by the SA are
consulted where appropriate
and kept informed of the
developments within the
Individuals who disclose

SA determine the process
that best meets their own
circumstances, e.g. police
or internal complaint.
CSASAs will inform
complainant re. options.
Complaints of SV other
than SA may be filed
under related policies such
as Discrimination and
Harassment, Student
Discipline Code, NonAcademic Conduct,
Collective Agreements.
Formal internal complaint
of SA is filed with CSEC; a
complaint to police may
become a formal internal
complaint. University may
file a formal internal
complaint if university
community at risk.
Complainant has right to
withdraw formal
complaint at any stage;
however UNB may
continue to act in order to
comply with policy/legal
obligations.
Before or after reporting to

anyone at UofO, a person is
encouraged and always free
to consult with or seek advice
from relevant student
association, union, employee
group about e.g.
confidentiality, support,
services, complaint process.
If SV disclosed to a MotUC,
the person to whom it is
reported has a duty to refer
to this policy and inform the
person that the Human Rights
Office (HRO) is the office to
contact in order to get
information about the
availability of support and
services.
In an emergency (imminent
threat of SV or SV is
occurring), contact CSEC or
911. If reported to CSEC then
CSEC must inform HRO for
follow-up.
HRO is responsible for
handling all reports of SV.
Will provide info about
support and services, incl.
interim measures that may be
available and is the point of
contact for a person affected
by SV to obtain
accommodations. When a
person makes a report, HRO
will follow up and make every
effort to assist the person and
discuss potential options.
Examples: referral,
information, communication
with person said to have
engaged in SV, interim
academic or employment
accommodation or other
measures to stabilize
situation and protect person,
info about filing formal
complaint.
A person affected by SV is not
required to report in order to
obtain support & services.
Students: University
encourages students to
report GBM to GBM Office
so university can
investigate and respond
effectively. Recognizes
that students may be most
comfortable disclosing to
university employee they
know well, e.g. faculty,
coach, RA. Any employee
other than confidential
resources must report to
Title IX office. University
will endeavour to follow
up on any report it
receives about possible
GBM, whether from
student, community, or
anonymous. Before a
student reveals info,
university will try to
ensure student
understands reporting
obligations. Student may
choose to make a full
report or request
confidentiality. (9)
No time limit for
reporting; however,
universitys ability to
investigate and respond
may be reduced with
passage of time. (10)
No time limit for filing

complaint. FAS
encourages complaints to
be filed ASAP b/c ability to
gather info may be limited
after significant time has
passed, and ability to
complete process may be
limited with respect to
Respondents who are no
longer at the University.
(12)
May file formal complaint
with ODR in writing. May
be filed by 3P on behalf of
complainant. Investigated
by ODR investigator
assigned by Title IX
Officer.
(13-14)
Complainant may
withdraw formal
complaint at any time;
university may be
compelled to continue
investigation. (18)
With agreement of
complainant and
respondent, formal
complaint may be
resolved using informal
complaint process. (18)
If a 3P reports, or if report
was anonymous, the
university will promptly
inform the student who
allegedly experienced
GBM and respond as per
policy.
(10)
University will, if possible,
investigate reports of
incidents involving nonMotUC or persons whose
identities are not known,
and take steps to protect
university community and
assist students.
(11)
Employees: See
Procedures.
Complainant or Respondent
allowed a support person of
their choice at any time
during formal complaint
process. Support person may
request info but may not
speak on behalf of
complainant or respondent.
If respondents relationship
with university ends, then
formal complaint process may
be suspended.
Page 13 of 23

BCIT
Newfoundland (draft
policy)
respect the rights of both
the Complainant and the
Respondent. The
University understands
that Complainants may
wish to control whether
and how their experience
will be dealt with. In
certain circumstances, the
President and the Advisor
may take interim
measures to protect the
well-being, safety and
security of the
Complainant, Respondent,
or both, or to protect
other MotUC while a
situation is being resolved,
investigated or decided.
The Advisor may make
recommendations to the
President regarding any
interim measures deemed
appropriate in the
circumstances.
Any decision and action by
the President or the
Advisor to take interim
measures or in response
to a request from a
Complainant or
Respondent shall be
without prejudice to the
rights of both parties, and
shall not in any way be
deemed to be an
indication of bias or
evidence, on the part of
the Advisor or President
towards either the
Complainant or
Respondent.
Queens U
needed to make a decision
about reporting options.
Individuals may also
report to police CSEC
and/or Office of SV
Education & Support can
facilitate making a police
report.
Ryerson U
UBC
(draft policy)
U of Lethbridge
cases of SA, only the

person who has been SA
and the one accused can
provide evidence. In such
cases, if the person who
has been SA does not wish
to participate in UBCs
process, UBC may be
unable to act.
Allegations against
students or student
groups are made through
Non-Academic Student
Misconduct process.
Allegations against any
member of Queens
community may go
through Harassment &
Discrimination process.
Allegations against
university employees may
be made through HR
policies. Anyone may
pursue more than one
reporting option
simultaneously.
U of Manitoba
parameters of
confidentiality; and
(c) Take all necessary action
relative to the above.
Any information required to
facilitate support and action
by the University will be
subject to the Rights of the
Survivor (above), and will be
limited in accordance with
the confidentiality provisions
outlined in section 2.16 of
this Policy and sections 2.63
to 2.66 of the Procedure.
U of New Brunswick
U of Ottawa
Columbia U

& Sciences)
Human Rights Office will

review and assess formal
complaint and determine if
policy applies. Possible
appeal to Director of HRO.
Failure to comply with the

conditions of an interim
measure may mean
sanction or discipline can
be imposed, as per the
Procedure for Discipline.
In addition, a failure to
comply may become part
of any investigation.
The President, in
consultation with the
Advisor, may make
changes to the interim
measures, where
necessary. Notice of the
change shall be provided
by the Advisor in the same
manner as the original
notice of interim
measures.
Page 14 of 23
Alcohol/Drug Safe Harbour
BCIT
None
Newfoundland (draft
policy)
None
Queens U
None
Ryerson U
None
UBC
(draft policy)
None
U of Lethbridge
None
U of Manitoba
None
U of New Brunswick
None
U of Ottawa
Columbia U
None
Both: The health and

safety of every student at
the University is of utmost
importance. University
recognizes that students
who have been drinking
and/or using drugs
(whether such use is
voluntary or involuntary)
at the time that violence
occurs may be hesitant to
report due to fear of
potential consequences.
Because the University
strongly encourages
students to report, it has
adopted the following
policy: A student
(including a bystander),
acting in good faith, who
discloses any incident of
GBM to a University
employee or law
enforcement will not be
subject to disciplinary
action for violations of
alcohol and/or drug
policies occurring at or
near the time of the GBM.
(Students, 11)
(Employees, 16)

& Sciences)
University encourages the
reporting of all concerns
re SH. Sometimes
individuals hesitant to
report b/c of fear of being
charged w/ other policy
violations e.g. underage
alcohol consumption.
University has paramount
interest in protecting
community and
remedying SH, so other
policy violations will be
considered, if necessary,
separately from
allegations under this
policy. (6-7)
Page 15 of 23

BCIT
Newfoundland (draft
policy)
Queens U
BCIT will act in accordance

with the principles of
procedural fairness in
dealing with allegations of
SA and will take all
reasonable steps to
ensure the safety of the
BCIT Community.
Ryerson U
All processes must follow
principles of natural
justice and must
appropriately protect the
rights of both survivor and
person accused.
UBC
(draft policy)
U of Lethbridge
Committed to fulfilling its

duty to be fair when
carrying out a process that
addresses allegations of
SA against MotUC. As part
of this duty, UBC must test
and weigh the evidence
provided by all parties
involved, in order to make
its findings based on a
balance of probabilities.
Procedural Fairness
See also Confidentiality,

above.
Not stated.
Not stated.
Not stated.
U of Manitoba
U of New Brunswick
U of Ottawa
Columbia U

& Sciences)
University committed to
supplement existing policies,
procedures or bylaws, by
providing a mechanism for
the Investigation of an
alleged Breach that ensures
procedural fairness and due
process to the Respondent.
UNB will seek to achieve

fairness re. formal internal
complaints. Emphasize
protecting complainants
safety and the rights of
both the complainant and
the respondent.
Respondents given
reasonable notice,
provided sufficient info to
answer formal complaint,
and provided opportunity
to answer the allegations
against them. No sanction
will be taken without the
persons knowledge that
there is an alleged policy
violation. Individuals
should seek appropriate
assistance/legal counsel.
Where a respondent is a
person responsible for
implementing this policy,
the university shall take all
reasonable steps to
ensure the matter is
addressed by qualified,
appropriately resourced
independent third parties
acceptable to the
complainant. Nothing
herein prevents UNB from
taking immediate action
when reasonable to do so,
e.g. issuing Trespass
Notice, to ensure safety of
complainant or others.
Not stated.
See Procedures
See Procedures
Page 16 of 23
Investigation / Adjudication
BCIT
Newfoundland (draft
policy)
If the University has
grounds to believe that
the safety of MotUC is at
risk, the University shall
initiate an investigation
and/or inform Legal
Authorities. Such
investigation or referrals
may be made without a
Complainants consent. In
these situations,
confidentiality is protected
to the extent possible
Queens U
Ryerson U
UBC
(draft policy)
U of Lethbridge
Committed to addressing
allegations of SA made
against MotUC and, if
found to have committed
SA, imposing discipline
against those Members.
(Contained in Procedures):
Process can be triggered
by any MotUC or nonuniversity person(s) who
wish to report a concern
or complaint. May
proceed through consult
with Advisor, informal
resolution, mediation,
formal resolution, or
referring through SA
Support and Resource
Tree.
Not stated.
If complainant wishes to
file complaint, normally
must file w/in 12 calendar
months of the incident or
reasonably becoming
aware of incident. Events
prior to 12 mo limit can be
referenced. Advisor has
discretion to extend time.
Not stated.
Not stated.
Not stated.
U of Manitoba
U of New Brunswick
U of Ottawa
University will Supplement

existing policies, procedures
or bylaws, by providing a
mechanism for the
Investigation of an alleged
Breach that ensures
procedural fairness and due
process to the Respondent.
University committed to:

- providing information to
those who disclose a SA
about their options to
choose to file a Formal
Complaint with the
University and/or with the
police which will initiate
an investigation;
- responding in an
appropriate manner to all
allegations of SA brought
to the attention of the
University;
- ensuring that on-campus
investigation procedures
are available, regardless of
whether or not the
individual chooses go to
police;
- employing appropriate
procedures for
investigation and
adjudication of a Formal
Internal Complaint which
are in accordance with
UNB policies, standards
and applicable collective
agreements, and that
provide fairness for all
involved;
- protecting and
respecting the rights of
those who are accused of
having perpetrated a SA
If Human Rts Officer

approves, then HRO will
appoint investigator.
Investigation in timely
manner, report to Director of
HRO. Director will convene
review cmtee w/in 5 days.
Cmtee meets w/in 10 days.
Parties make written / oral
submissions. Cmtee invites
witnesses as they see fit.
Support persons observe
only. Complainant &
respondent do not meet face
to face. Cmtee makes
decision & recommends
consequences or measures
written decn w/in 10 days.
Appropriate authority decides
outcome.
The University will

investigate allegations of SA
in relation to a
University Matter in
accordance with the
Procedure where:
(a) The HRCMO receives a
Formal Complaint and
determines in the
Preliminary Assessment that
the matter should proceed to
Investigation; or
(b) The Designated Officer
determines, upon
recommendation by the
HRCMO,
that the circumstances
warrant a University
Instituted Investigation, in
accordance with section 2.34
of the Procedure and section
2.9 of this
Sexual Assault Policy
Any MotUC who commits SA
in relation to a University
Matter will be subject to
discipline under the
Procedure.
Parties have right to

appeal (students to Board
of Regents w/in 15 days,
or per Student Code of
Conduct if applicable; nonunion staff per employee
handbook; union staff per
grievance procedures;
non-union Administrators
to Board of Regents w/in
15 days).
Columbia U

& Sciences)
See Procedures
See Procedures
See Also Responsibilities

Under This Policy, below.
If a review or investigation
determines that a
Complaint is Frivolous or
Vexatious, disciplinary
action may be taken
against the Complainant.
Any imposed discipline
related to Frivolous or
Vexatious Complaints will
be taken in accordance
with the Procedure for
Discipline.
Page 17 of 23
Statement on Retaliation
BCIT
See Procedures.
Newfoundland (draft
policy)
No person shall retaliate
against another for
initiating a consultation,
for bringing forward a
Concern or Complaint of
SH or for being involved in
any process under this
Policy, including as a
witness. The University
considers retaliation at
any stage to be a serious
offence. Where there is
evidence of retaliation,
the same route as for
dealing with Concerns and
Complaints of SH will be
followed.
Queens U
Ryerson U
UBC
(draft policy)
U of Lethbridge
U of Manitoba
U of New Brunswick
UBC will not tolerate any

retaliation, directly or
indirectly, against anyone
who Discloses or Reports a
SA, or who participates in
a UBC process that
addresses allegations of
SA against a MotUC.
Not stated.
Not stated.
Not stated.
Not stated.
Not stated.
U of Ottawa
Columbia U
Upon report of SV, human

rights officer will make every
effort to assist the person,
which may include availability
of interim academic or
employment accommodation
or other measures to stabilize
a situation or to protect the
person from retaliation or the
threat of retaliation
Students: If there
is reason for concern
about possible retaliation
or harm, the
University will take
protective measures in
consultation with
the affected students. (9)
Employees: Retaliation
against any individual who
complains of a violation of
this Policy or who
otherwise participates in
the investigation of an
alleged violation is strictly
prohibited.
(3)

& Sciences)
Retaliation against an
individual for raising an
allegation of sexual or
gender-based harassment,
for cooperating in an
investigation of such a
complaint, or for opposing
discriminatory practices is
prohibited. Submitting a
complaint that is not in
good faith or providing
false or misleading
information in any
investigation of
complaints is also
prohibited. (4)
A breach of confidentiality
by any person with
respect to a Concern or
Complaint may also
constitute retaliation.
Any imposed discipline
related to retaliation will
be taken in accordance
with the Procedure for
Discipline.
Page 18 of 23

BCIT
Integration with Other Policies or Law
Other policies incl.

Discrimination &
Harassment, Safety &
Security, Response to
Abusive or Threatening
Behaviour, Threat
Assessment Team,
(Non-Ac), Residence
Standards and
Regulations. Sexual
Assault policy
complements these
policies and does not
interfere with any other
BCIT policy, collective
agreement, or prevailing
law.
Newfoundland (draft
policy)
Does not restrict the right
of persons to file a
separate complaint with
the Newfoundland and
Commission, invoke the
Criminal Code of Canada
or the appropriate
collective agreements, or
legal rights.
Queens U
Ryerson U
Intended to complement
other policies (e.g. Student
Code of Conduct,
Harassment &
Discrimination,
Harassment in the
Workplace).
UBC
(draft policy)
Allegations that consist
solely of SH will be
addressed under Policy #3
Discrimination &
Harassment. Allegations
of SA, or of both SH and
SA, will not be dealt with
under Policy #3.
Not intended to supersede

or interfere with criminal
justice system all
persons have right to
pursue legal avenues
whether or not they
choose to proceed under
any policy.

addresses general conduct
expected of students; SA is
considered misconduct
and is subject to discipline.
UBC Admin heads address
SA allegations against
faculty or staff in their
units. HR staff will provide
support re conducting
investigations, fair
process, and 3P
investigators.
See also section on Formal

Reporting, above, for
which policy to report
under.
Not stated.
U of Lethbridge
U of Manitoba
U of New Brunswick
U of Ottawa
Recognizes other policies e.g.

Harassment and Discrimination.
This policy complements such
other policies and shall be read
in a manner which operates in
conjunction with, and not as
conflicting with, those policies.
University recognizes SV
requires unique policy.
Nothing in this Policy or the

Procedure is intended to
discourage or prevent a
MotUC, including students
and employees, from filing a
complaint with the Manitoba
Human Rights Commission,
or from exercising any other
legal rights pursuant to any
other law.
This policy together with

other policies (e.g. NonAcademic Conduct,
Academic Regulations)
and collective agreements
provide the framework for
creative a positive learning
and working environment
as articulated in the UNB
Declaration of Rights and
Responsibilities.
Related policies include

Harassment & Discrimination,
Violence Prevention, Health
and Safety.
This policy not intended to

discourage or prevent
individuals from exercising any
other legal rights, e.g. Human
Rights complaint or civil /
criminal remedy.
Policy #14 At Risk

Behaviour addresses
threats to personal safety
or property, incl by nonMotUC. Can place
restrictions on persons
ability to enter or carry
out activities on UBC
premises.
UBC Statement on
Respectful Environment
for Students, Faculty and
Staff addresses bullying &
harassment. Allegations
of SA will be dealt with
under a different policy
than this.
Under terms of particular
contracts with UBC,
MotUC living in student
housing and student
varsity athletes may be
subject to further action if
a finding of SA is made
against them under a UBC
process.
Nothing in this Policy or the

Procedure is intended to
limit the rights of an
employee governed by a
collective agreement. If there
is any ambiguity or conflict
between this Policy or the
Procedure, and a collective
agreement, the collective
agreement will prevail.
Policy should be cross
referenced to e.g. Student
Discipline Bylaw, Student
Non-Academic Misconduct
and Concerning Behaviour
Procedure, Student Discipline
Appeal Procedure, Violent or
Threatening Behaviour Policy
and Procedure.
Complaints of SV other
than SA may be filed
under related policies such
as Discrimination and
Harassment, Student
Discipline Code, NonAcademic Conduct,
Collective Agreements.
Usually, once a complaint
filed, the processes and
procedures of that policy
will be followed; in
exceptional circumstances
a complainant may elect
to pursue under a
different
policy/reg/agreement if
more appropriate in the
circumstances. UNB
retains discretion to
proceed under a certain
policy regardless of
whether the complaint
was commenced under a
different policy.
This policy does not replace

or supersede existing
collective agreement
provisions relevant to
addressing SV.
This policy and formal
complaint process do not
prevent and are not intended
to discourage individual from
also reporting to police and
pursuing criminal justice
system or Human Rights
complaint.
Harassment and
Discrimination policy applies
to complaints of
harassment/discrimination
that do not involve SV, SH, or
workplace SH only the SV
policy applies if SV or SH/
discrimination is present.
Columbia U
Students: See above.
Employees: Situation may
arise where more than
one policy is triggered
(e.g. this policy and
Students policy). In such
situation, the Office of
Equal Opportunity and
Affirmative Action will
ensure, and if necessary
work with other applicable
university officials to
ensure, that the university
uses appropriate
procedures under the
circumstances to
investigate alleged
discrimination and
harassment and to
promote a university
community free from
discrimination and
harassment. Only one
university affiliated office
will investigate a
complaint, regardless of
how many avenues a
complainant pursues.
Similarly, a complainant
cannot file a complaint
with another office about
an incident once final
disposition is reached.
The university reserves
the right to deviate from
the procedures set forth in
this policy as appropriate,
provided, however, that
nothing herein eliminates
or modifies employees
duties to refrain from and
report discrimination and
harassment and to
cooperate with any
investigation. (2)

& Sciences)
Policy does not preclude
application or
enforcement of other
university or school
policies (1).
Collective agreements
take precedence over this
policy (2-3)
FAS retains responsibility
for investigating violations
of other policies that may
come to light during an
investigation. (8)
Page 19 of 23

BCIT
Responsibilities Under Policy
Director, Safety, Security

and Emergency
Management: overall
management of policy,
guide development and
implementation.
Sexual Assault Prevention
and Response Working
Group: reviews, advises,
develops policy and
procedures for SA
prevention and response.
Creates campus
awareness and
understanding, clear and
comprehensive awareness
and education program
and prevention response
plan. Considers issues
related to SA and SV and
makes necessary
recommendations.
Researches and reviews
best practices. Reviews,
develops, and maintains
policy and response
protocol. Develops and
delivers SA community
awareness program.
BCIT Community: be
aware of and comply with
the policy and procedures.
Newfoundland (draft
policy)
Prevention of SH is a
shared responsibility of all
MotUC.
All MotUC shall:
a. know what constitutes
SH, incl. SA;
b. model respectful
behaviour and refuse to
engage in or condone
behaviour contrary to this
policy;
c. encourage an
environment free from SH;
d. participate in and
facilitate participation in
education and training
about this policy and its
related university wide
procedures for SH and SA
concerns and complaints;
e. familiarize themselves
and comply with the policy
and related procedures;
f. where appropriate,
advise others of this policy
and related procedures;
g. consult with the Advisor
to obtain advice and
guidance re possible
situations of SH and refer
persons to the Advisor.
All MotUC with academic
or admin authority bear
the responsibility to
maintain work & learning
environments free from
SH by initiating positive
measures and taking
prompt action should SH
occur. This includes:
a. educating themselves
and those in their units
with respect to SH;
b. seeking advice from the
Advisor in order to
facilitate the addressing in
a prompt, confidential and
fair manner Concerns and
Complaints of SH;
c. addressing incidents of
possible SH that occur in
the unit in a timely and
confidential manner;
d. upon request,
participating in resolution
of Complaints; and
e. implementing the
recommendations (which
may include discipline)
when required as the
outcome of a Formal
Resolution Process.
Queens U
Ryerson U

Education and Support will
maintain annual statistics,
without identifying
information, on disclosed
and reported SV on
campus, in accordance
with legislative
requirements. The office
also receives reports of SV
(in addition to the Human
Rights Office and CSEC).
Executive: maintain and

communicate ongoing
commitment to seriously
address SV on campus.
VP Students:
organizational home of
Office of SV Education &
Support; oversight of
Student Conduct;
interpret and apply policy.
AVP Equity, Diversity and
Inclusion: Interpret and
apply policy, oversee
Discrimination and
Harassment Policy.
AVP HR: Interpret and
apply policy, ensure
supports for employee
survivors, support
workplace
accommodation.
VP Faculty: Interpret &
apply policy, ensure
supports for faculty
survivors, work with
Deans, Chairs, Directors,
and HR to support
workplace
accommodation.
Education & Support: Day
to day policy
implementation and
operation, develop and
implement awareness,
prevention, education and
training strategy, recruit
and train SV survivor
advocates.
Director, Integrated Risk
Management: provide
service & support e.g.
safety planning, assist
survivors to report to
police, assist with
referrals, investigations,
sanctions.
Student Affairs: Ensure
appropriate supports in
place for student
survivors.
Faculty/Depts.: Cooperate
to the extent possible with
students or their
advocates for academic
accommodation.
All MotUC: Participate in
education and training,
refer survivors to Office of
SV Education & Support.
UBC
(draft policy)
U of Lethbridge
U of Manitoba
ED of Campus Safety will

maintain and publish annual
stats on disclosed and reported
SV incidents on campus for
purposes of community
education and legislated
requirements. Will not include
info that would identify a
MotUC.
Office of Legal Counsel is

responsible for advising the
president that formal review
of policy is required.
MotUC who receive disclosure

of SV shall notify ED, Campus
Safety and compile summary
records that may be requested.
This may include university
status of the parties (e.g.
student, faculty, staff), time,
date, location of incident.
AVP Students is responsible for
preparing an annual report to
the President on universitys
activities.
All MotUC are responsible for

complying with this policy.
All MotUC, especially those
in instructional, supervisory,
or managerial role, have a
duty to educate those for
whom they are responsible
regarding expectations for
safe and respectful conduct,
including this policy and
procedure. They also have a
duty to deal appropriately
with allegations regarding
breaches or other violations
of this policy or the
procedure.
VP (Administration) may
approve procedures e.g.:
-providing a mechanism for
investigation of alleged
breach of policy, including
receipt and review of
complaints; circumstances of
investigation; appointment
of investigators; conduct of
investigation, in accordance
with principles of procedural
fairness and natural justice;
respecting confidentiality of
info collected in relation to
complaints and
investigations; protection
against reprisal; protecting
against unfounded
allegations of a breach;
producing a report after an
investigation; and
implementing discipline, if
necessary.
-Generally defining the
responsibility, authority and
accountability of MotUC
under this Policy.
U of Ottawa
VP (Admin) is responsible for

implementation, admin,
review of this policy.
The Office of Human Rights

and Conflict Mgmt and other
units as appropriate, will
provide info to and respond
to inquiries from MotUC re
the Universitys expectations
for safe and respectful
conduct and the rights and
obligations of MotUC under
this policy and procedure.
Not stated.
U of New Brunswick
Not stated.
Not stated.
Columbia U

& Sciences)
Students: See above for

role of GBM office.
Title IX Coordinators
responsible for overseeing
universitys response to
reports and complaints,
identifying & addressing
any patterns or systemic
problems revealed.
Administrate policy in
neutral and equitable
manner. (8)
Based on data supplied by

Title IX Coordinators, an
annual report will be
prepared for Faculty
Council and the Faculty on
# and type of complaints.
Every 5th year a summary
will be prepared for
Faculty Council and the
Faculty on disposition of
complaints filed over
preceding 5 years. (11)
Employees: Managers and

supervisors expected to
act when they learn
directly or indirectly of
conduct that might violate
policy, and to respond
promptly and thoroughly.
If they fail to do so, may
be found to have violated
policy even where
underlying event is not
discrimination or
harassment. Managers
and supervisors include
anyone with supervisory
role, faculty such as
department chair, dean,
academic VP, institute
director, centre director,
or similar, and Principal
Investigators over the
individuals in the lab or
research they lead.
All university employees
who interact with minors
are required to report
immediately if they have
reasonable cause to
suspect abuse or
maltreatment of
individuals under 18.
If prohibited conduct
involves students, then
duty to report
immediately to
appropriate individual.
If conduct involves
employees or 3Ps, all
employees asked to report
to EOAA or to HR
(managers and supervisors
must report). Employees
not required to report if
privileged (counsellors,
clergy, medical providers).
(7)
Page 20 of 23

BCIT
Queens U
Next review date: January
2017.
Ryerson U
U of Lethbridge
Initial review in Spring 2017;
every 5 years thereafter with
community consultation (incl.
students).
Not stated.
Approving Authority:
Board of Governors
Authorities and Officers
UBC
(draft policy)
Review in Fall 2016, and

then every 4 years with
extensive community
consultation including
students.
Review of Policy
Scheduled for review

October 6, 2020.
Newfoundland (draft
policy)
To be determined in final
draft of policy.
Responsible Executives:
President
Authority: President,
through Sexual
Harassment Advisor
Sponsor: General Counsel
U of Manitoba
U of New Brunswick
U of Ottawa
Reviewed every 3 years.

Next scheduled review is
Sept. 1, 2019. In the interim,
policy may be revised or
repealed by Board if the VP
(Administration) or Board
deems it necessary; the
policy no longer complies
with legislation or statute;
and/or the policy conflicts
with another governing
document. If this policy is
revised or repealed, all
secondary documents if
applicable shall be reviewed
ASAP in order that they
comply or are repealed.
Full review every 4 years

under committee of
administration,
employees, and students,
Human Rights Officer, and
AVP Academic (Learning
Environment) or designate
who will serve as chair.
No changes will be made
except upon
recommendation of
committee to Board.
However, in any formal
internal complaint, the
parties may agree to
amend the process with
the consent of the Task
Force and the appropriate
VP.
Board of Governors
Reviewed at least once every

3 years by Human Rights
Office. Revisions will be sent
for comment to student
associations, unions,
employee groups, cmtee on
prevention of SV, and any
other stakeholders as
determined by Human Rights
Office to ensure provision and
consideration of input from
diverse selection of
stakeholders and employees.
Board of Trustees
Board of Governors
Board of Governors
Approving Authority: Board of

Governors
Approving Authority: Board

of Governors
Responsible Executive:
Provost
VPAC (via Vice Provost,
Students & AVP Equity
Diversity and Inclusion);
and
VP Administration and
Finance (via AVP Human
Resources and AVP Equity,
Diversion, Inclusion)
VP Students & VP Human
Resources
Provost & VP Academic
President
To prevent delay, Provost

may designate other
persons to exercise
authority under this policy
if incumbent is vacant or
unavailable.
Delegate: VP Administration
Columbia U

& Sciences)
Students: University may

amend the policy or
procedures from time to
time. (22)
Employees: Not stated.
Not stated.
Approving Authority: Senate

and Board of Governors
Updates to support and
services, identity of
officials/offices/ depts. that
provide info about support,
services, accommodation or
that receive reports or formal
complaints, do not need
Senate & BOG approval.
Not stated.
Not stated.
No exception to this policy

may be made without
approval of the President.
Page 21 of 23

Recommends: go to safe
place and seek help, get
medical attention, seek
personal support/
counselling; provides
resources.
What to do if a MotUC
discloses allegations of SA
to you.
Informing, reporting, and
filing complaints of SA.
Formal complaints dealt
with under H&D Policy,
Non-Ac Policy, Residence
Stds, HR.
BCITs response to info re.
SA.
Procedures
Protection from
Retaliation
The processes as outlined

in the University-Wide
Procedures for Sexual
Harassment Concerns and
Complaints can be availed
of by any MotUC or NonUniversity Person(s) who
wish to report a Concern
or Complaint.
Prohibited conduct =
discrimination, harassment,
SA.
Policy contains description

of time limits, interim
measures,
accommodation, records
and retention, appeals,
frivolous/vexatious
complaints, retaliation
see above sections.
Procedures contain
provisions on informal
consultations (with
Advisor); informal
resolutions without filing a
formal complaint; lodging
a formal complaint;
interim accommodation;
procedure for mediation;
procedure for
investigation & discipline;
procedures for SH
complaints during work
terms, placements,
internships, instructional
field courses or practica
outside of the university;
procedures for SH at
Marine Institute
campuses, Grenfell
Campus, Harlow and
Frecker Program in St.
Pierre; Terms of Reference
for the Sexual Harassment
Board, Mediators, and
Investigators.
Awareness, education,
and prevention.
Complaint procedure
anyone may contact HRCMO.
Confidential Disclosure,
disclosure, formal internal
complaint procedures
see flowchart on p.6.
Informal resolution;
preliminary assessment;
formal complaint
procedures.
Disciplinary procedures for

accused.
University instituted
investigation.
Record keeping and

reporting
Discipline; appeal of
discipline; protection from
reprisal.
Confidentiality/ Records
Mgmt.
No procedures
No procedures
No procedures
No procedures
Procedures integrated into

Policy
Students:
-Rights of complainant and
respondent (incl. right to
procedural fairness)
-Privacy
-Advisors to complainant
and respondent
-Declining to participate
-Time frames (60 days)
-Notice (in writing)
-Conflicts of interest
-Investigation and
Adjudication Process
(initial assessment,
investigation, predetermination conference,
resolutions, adjudication
process/hearing panel
(inquisitorial system))
-Sanctions and Other
Remedies
-Ongoing
Accommodations for
Complainant
-Appeal process
-Records disclosure
-NYU Students Bill of
Rights
(12-23)
Employees: Separate
procedures for sexual
misconduct (incl. SA,
domestic violence, dating
violence, stalking, and
related retaliation; also
any sex or gender based
discrimination in which
complainant is a student)
and other prohibited
conduct (e.g. harassment
between employees).
-Complaints of Prohibited
Conduct
-Notice
-Advisors
-Accommodations &
Interim Measures
-Privacy & Confidentiality
-Options for Informal
Resolution (mediation or
ADR are NOT options in SA
cases)
-Investigation
-Evidentiary Rules
-Time Frame (60 days)
-Written Report
-Discipline (determined by
Discipline Officer based on
investigation report; no
hearing)
-Appeal
-Additional Responses
(university may impose
additional measures to
benefit university
community, e.g. increased
monitoring, supervision,
security, training/
Separate procedures for

alleged harassment by
students, by faculty/
instructors/ teaching
assistants/ researchers,
and by staff. (12, 23, 30)
-Informal Resolution
-Formal Complaints
-initial review
-investigation
-personal advisors
-confidentiality
-coordination with law
enforcement
-conclusion & final report
-Special circumstances
-Appeal
-Discipline
-Following disposition of
the case
Page 22 of 23

BCIT
Newfoundland (draft
policy)
Queens U
Ryerson U
UBC
(draft policy)
U of Lethbridge
U of Manitoba
U of New Brunswick
U of Ottawa
Columbia U

& Sciences)
education, policy revision,

climate surveys).
-Rights of Employee
Complainants and
Respondents
-Rights of Student
Complainants
(9-26)
Abbreviations:
3P = third party
CSEC = Campus Security (or institution-specific name for this unit)
GBM = Gender-based misconduct
MotUC = Member of the University/[insert institution name here] Community
SV = Sexual Violence
SA = Sexual Assault
SH = Sexual Harassment
Policies Available at:

BCIT: http://www.bcit.ca/files/pdf/policies/7103.pdf
Memorial: http://www.mun.ca/policy/status/sexualharassment.php; https://www.mun.ca/policy/site/procedure.php?id=348
Queens: http://www.queensu.ca/secretariat/sexual-violence-policy
Ryerson: http://www.ryerson.ca/policies/board/sexualviolencepolicy.html
UBC: http://universitycounsel.ubc.ca/files/2016/06/Proposed-Policy-131.pdf
ULethbridge: http://www.uleth.ca/policy/sites/policy/files/policy/Sexual%20Violence%20Policy_BOG%20Approved%20Apr%2021_2016_0.pdf
UManitoba: http://www.umanitoba.ca/admin/governance/media/Sexual_Assault_Policy_-_2016_09_01.pdf
UNB: http://www.unb.ca/fredericton/vp/_resources/documents/sexualassaultpolicy.pdf
UofOttawa: https://www.uottawa.ca/administration-and-governance/policy-67b-prevention-sexual-violence
Columbia University: http://sexualrespect.columbia.edu/files/sexualrespect/content/080-03147%20Gender%20Based%20Misconduct_JL_v3.pdf (students); http://eoaa.columbia.edu/files/eoaa/content/EOAAPolicyOctober2015.final__0.pdf (employees)
Harvard University Faculty of Arts & Sciences Sexual & Gender-Based Harassment Policy: http://www.fas.harvard.edu/files/fas/files/fas_sexual_and_gender-based_harassment_policy_and_procedures-1-13-16.pdf
Page 23 of 23
APPENDIX 10
Sexualized Violence Programs and Policy Development

Final Consultation Protocol
June 7, 2016
This document is intended to guide consultation team members during face-to-face meetings with
consultation participants.
1. Alert Key Offices at UVic about the Consultations
It was agreed that, prior to beginning the face-to-face consultations, heads of various units, offices, and
organization on and off campus should be alerted that the Working Group will be commencing its faceto-face consultations and that they may be called on to provide consultations participants with the
support that they need. Relevant staff members should also be fully informed. It will be important to
ensure that there is no breakdown in communication as people leave and return from summer
vacations. The key units, offices, and organizations identified include: unit leaders in Student Affairs,
Campus Security, Human Resources and EFAP, Equity and Human Rights, Faculty Association, staff
unions, UVSS, GSS, AVP, student advocacy groups, and VSAC.
2. What should consultation team members do/say if a student, staff, or faculty discloses an incident
of sexualized violence during a consultation meeting?
We consulted various resources that offer guidelines for supporting survivors and those who have
experienced sexualized violence (UBC, Ryerson, Manitoba, Carleton, McGill, UVic, AVP at UVic). These
guidelines include (which are not necessarily listed in chronological order):
a) Ask the person if they wish to continue to tell their story, take a break before continuing, engage
in a one on one conversation with a consultation team member, excuse themselves from the
meeting, postpone the meeting, or terminate the meeting completely. Remind the person as
well as consultation participants that they can leave the meeting at any time without question
being asked and that they can exercise any of above options at any point during the meeting.
b) If the person wishes to proceed with sharing their experiences and/or the universitys handling
of their case, consultation team members should be non-judgemental, empathetic, and patient.
They should listen effectively and without interrupting, respect the words the person uses to
describe what has happened to them and their feelings and reactions, and validate and
acknowledge the persons experience. Avoid why questions, should statements, and advice
giving. (For additional guidance with regard to supporting survivors or those who have
experienced sexualized violence, see the attached AVP document.)
c) If the person wishes to leave the meeting or has finished telling their story, ask them if they
want further support or information about available resources. Recognize your own limitations
and respect the persons right to make decisions for themselves about next steps.
Page 1 of 2
d) If the person wishes to know what options are available to them, Cassbreea Dewis will act as the
person that will assist in navigating and accessing various resources and supports depending on
the persons needs. Her contact information is svpadmin@uvic.ca or 250-721-8103.
3. What should consultation team members do/say if a student, staff, or faculty reports an incident
of sexualized violence during a consultation meeting? Or asks about reporting options?
The letter of information will indicate that the purpose of the consultations is to listen and gather input
and information and that the consultation teams do not have the expertise to process formal reports of
sexualized violence. If an individual needs information on reporting options, they should contact
Cassbreea Dewis at svpadmin@uvic.ca or 250-721-8103.
Page 2 of 2
APPENDIX 11
WorkingGrouponSexualizedViolenceProgramsandPolicyDevelopment
AdministrativeServicesBuildingA138|POBox1700STNCSCVictoriaBCV8W2Y2Canada
T2504724598|F2507216223|svpadmin@uvic.ca|www.uvic.ca/info/sexualizedviolencepolicy
WorkingGrouponSexualizedViolenceProgramsandPolicyDevelopment
ConsultationLetterofInformation
We acknowledge and respect the Lekwungen-speaking peoples on whose traditional
territories the university stands and the Songhees, Esquimalt and the W SNE
peoples whose historical relationships with the land continue to this day.
ThankyouforparticipatinginthefirstphaseofconsultationsconductedbytheWorkingGroupon
SexualizedViolenceProgramsandPolicyDevelopment(theWorkingGroup).
Thepurposeofthisletteristoprovideyouwithanoverviewandparametersofwhatyoucanexpect
fromtheconsultationprocessyouhavebeeninvitedtoparticipatein.TheWorkingGroupmembers
involvedintheconsultationswillbeopentolisteningtoallperspectivesandstoriesandwilldotheir
besttoensureparticipantsfeelheard,andareheard.However,WorkingGroupmembersdonothave
thecapacitytoreceiveandrespondtoreportsofsexualizedviolence.Ifyourequireassistance
navigatingreportingoptionsattheuniversityyoucancontactourofficebyemailatsvpadmin@uvic.ca.
TimelineandObjectivesoftheConsultations
TheWorkingGrouphasaplantoengageinextensiveconsultationsthroughoutits12monthmandate.
Thisfirstphaseofconsultations(fromJunetoOctober2016)willfocusongatheringinputand
informationfromouruniversitycommunityandbeyond.Thesedatawillinformthedevelopmentofa
draftpolicyandrelatedprogramrecommendations.Therewillbeopportunitiesduringasecondphase
ofconsultations(betweenJanuaryandApril2017)formembersoftheuniversitycommunityandothers
toprovidefeedbackonthedraftpolicyandrelatedprogramrecommendations.Finalapprovalsand
implementationofthesexualizedviolencepolicyandrelatedprogramsarescheduledforMay2017.
Thesetwophasesofconsultationswillbecriticalinachievingourmainobjectives,whichinclude:
a) Formulatingaclearcampuswidepolicyonsexualizedviolencethatcanbeconsistently
applied;
b) ReviewingandrecommendingchangestoUVicspolicies,programs,and
proceduresrelatedtosexualizedviolence,includingeducation,prevention,
response(support,investigation,etc.),anddatacollectionandreporting;
c) EnsuringthealignmentofallUVicpoliciesrelatedtosexualizedviolence;
d) Identifyingprogramandresponseinitiativesdesignedtoprovideenhanced
supportstosurvivorsand/orthosewhohaveexperiencedsexualizedviolence,to
educateallmembersofthecampuscommunityaboutsexualizedviolence,and
tobuildacultureofconsentoncampus.
June9,2016
Page1of4
Allconsultationparticipantshavetheoptionofparticipatinginaninpersonconsultationand/or
producingawrittensubmissioninresponsetoaseriesofguidingconsultationquestions(seebelow).
ToarrangeaninpersonmeetingwithmembersoftheWorkingGroup,pleasecontactNadineBurns,
AdministrativeSupporttotheWorkingGroupatsvpadmin@uvic.caorbyphoneat2504724598by
June30,2016.
Ifyouprefertoproduceawrittensubmission,youcancompleteourwebformbyfollowingthe
consultationlinksathttp://www.uvic.ca/info/sexualizedviolencepolicy.Alternatively,youmayforward
yoursubmissionbyemailtosvpreview@uvic.ca,senditbyregularmailtothemailingaddressabove,or
handdeliverittoouroffice(AdministrativeServicesBuildingA138).
ConsultationProcessandTeams
Duringtheinpersonconsultations,twomembersoftheWorkingGroupandonememberofthe
administrativeteam,whowillbetakingnotes,willmeetwithyouand/ormembersofyourorganization,
unit,orcollective.YouwillbeinformedinadvanceastowhichmembersoftheWorkingGroupand
administrativeteamwillbeattendingyourconsultationmeeting.Duringthismeeting,wehopeto
engageinanopenandmeaningfuldiscussionaboutwhat UVic can do to prevent and reduce incidents
of sexualized violence and better respond to incidents when they occur.Assuch,wehopetocreatethe
conditionsinwhichyouand/ormembersofyourgroupareascomfortableaspossibleduringthe
meetinganddiscussion.Forexample,ifyouand/ormembersofyourgroup:
preferanalternativeformattotheoneproposed,weareopentoyoursuggestions.
areinanywayuncomfortablewithoneormoreoftheWorkingGroupmembersorthe
administrativeteammemberwhoarescheduledattendyourconsultationmeeting,pleaselet
usknowandwewillarrangeforsubstitutes.
wishtohaveanadditionalsupportperson(counsellororother)presentduringtheconsultation
meetingfeelfreetomakethenecessaryarrangements.
wouldpreferaspecificlocationforthemeeting,pleaseletusknowandwewilltrytomakethe
necessaryarrangements.
TheprimarycontactforallsucharrangementsisNadineBurns,AdministrativeSupporttotheWorking
Group(emailsvpadmin@uvic.caorphone2504724598).
AnonymityandConfidentiality
Inpersonmeetings
GiventhattheWorkingGroupconsultationteamswill,inmostcases,beconductinggroupmeetings,
completeanonymityandconfidentialitycannotbeguaranteed.Attheoutsetoftheconsultation
meeting,theconsultationteamwillaskyourgrouptoindicateitspreferenceswithregardtoanonymity
andconfidentialityastheypertaintotheWorkingGroupsdiscussionsandwrittenreports.Oneoption
mightbethatyourorganization,unit,orcollectivewishestobeidentifiedandtheperspectivesshared
creditedinanyWorkingGroupdiscussionsandwrittenreports.Anotheroptionswouldbethatyour
organization,unit,orcollectivewishestobeidentifiedinmoregenericterms,suchasastudent
advocacygrouporacampusunion.However,giventhescopeoftheWorkingGroupsmandateand
June9,2016
Page2of4
inordertocontextualizeyourfeedback,itisimportantifweareabletoidentifyyouinsomewayinour
discussionsandwrittenresults.
Writtensubmissions
Weencourageparticipantssubmittingwrittenfeedbacktoselfidentifytotheextenttheyare
comfortable.Aswithinpersonmeetings,ifyouwishtobeidentifiedinmoregenericterms,please
indicateassuchinyoursubmission.Ifthisisthecase,yourresponseswillonlybeseeninrawformby
theWorkingGroupadministrativeteammembers(listedbelow)withallidentifiersremovedpriorto
reportingtotheWorkingGroup.
ReportingontheConsultations
ConsultationteammemberswillreporttotheWorkingGroupontheresultsoftheconsultations.These
resultswillbesummarizedandaggregatedtoformpartoftheWorkingGroupsinterimandfinal
reports.Thesereportswillcontainthefollowinginformation:
Whenandwheretheconsultationswereheld;
Whowasinvitedtoparticipateandwhoparticipated;
Theconsultationmethod(s)used;
Theinformation/feedbackreceived;and
Inthefinalreportonly,howtheinformation/feedback,bothpositivelyandnegatively,
influencedtheWorkingGroupsdecisionmaking.
Pleasenotethat,whiletheWorkingGroupwillreceiveallprovidedfeedbackandevaluateitaccordingly,
itisnotpossibletoincludeallinformationgatheredinthereportsthatwillbeproduced.
DataStorageandDisposal
Theinformationgatheredduringtheconsultationmeetingswillbeprotectedandkeptsecure.Itwillbe
storedinsecurepasswordprotecteddigitalstorageandonlytheadministrativeteammemberinthe
consultationmeetingswillbetakingandkeepingnotes,reducingtheriskofmultiplecopiesof
documents.Ifyouoryourgrouphasoptedtoaskforanonymizationofyourdata,acodedlistwillbe
kept.OnlytheWorkingGroupadministrativeteam(listedbelow)willbeabletolinktherawdatatothe
identifiercode.
TheUniversitySecretarysOfficerepresentativewilldisposeofthedatacollectedwithinoneyearof
finalizationofthepolicyanddisbandmentoftheWorkingGroup.
WorkingGrouponSexualizedViolenceProgramsandPolicyDevelopmentAdministrativeTeam
AnnaleeLepp,Chair,WorkingGrouponSexualizedViolenceProgramsandPolicyDevelopment
CassbreeaDewis,ProjectandPolicyManager(USec)
KyleMcNeill,PolicyProjectOfficer
NadineBurns,AdministrativeSupport
June9,2016
Page3of4
GuidingConsultationQuestions
Guidingquestionsfortheconsultationsessionsandwrittensubmissionsarebelow.Ifyouusethe
questionsasyourguide,youarenotrequiredtoanswerallthequestionsonlyrespondtothosethat
applytotheconstituencyofwhichyouareapartortoyourownexperience.
SexualizedViolence
1. Sexualizedviolencehasbeenchosenasaworkingtermfortheconsultationprocess.
a) Whatisyourunderstandingofthisterm?Whatactions,behaviorsandstructures
wouldyouincludeunderthisterm?
b) Arethereotherusefulterms?Whatarethey?Whyaretheyuseful?
AwarenessofSexualizedViolencePolicies,Resources,and/orSupports
2. Areyouawareofanypolicies,programs,resources,and/orsupportspertainingto
sexualizedviolenceatUVic?Ifso,whatarethey?
SexualizedViolencePoliciesandPrograms
3. WhatcanUVicdotoreduceincidentsofsexualizedviolenceandbetterrespondtoincidents
whentheyoccur?
a) Fromyourperspective,whatwouldbeimportantelementsofacampuswide
preventionandeducationstrategyonsexualizedviolenceforstudents,staff,and/or
faculty?
b) Fromyourperspective,whatarethecurrentbarrierstodisclosingandreporting
sexualizedviolence(provideexamples)?HowmightUVicimprove,change,orbetter
communicateoptionsforstudents,staff,and/orfacultyrelatedtodisclosingand
reporting?
c) Fromyourperspective,whatarekeyelementsandissuesthatshouldbeaddressedina
standalonecampuswidesexualizedviolencepolicyasitpertainstostudents,staff,
and/orfaculty?
NextSteps
4. Howcouldyourorganization,unit,team,collective,etc.contributetoUVicsresponseto,
preventionof,educationaround,andpolicypertainingtosexualizedviolenceasitaffects
students,staff,and/orfaculty?
5. Doyouhaveanythingtoadd?
YourRelationshiptoUVic
6. DescribeyourrelationshiptoUvic(e.g.Student,Faculty,Staff).
Thankyouforyourparticipationinthisimportantprocess.
June9,2016
Page4of4
Sept 26, 2016
APPENDIX 12
SUMMARY LISTING OF CONSULTATIONS JUNE TO DECEMBER 2016
IN-PERSON CONSULTATIONS-CONDUCTED OR UPCOMING (80)
GROUP
DATE
TIME
1.
Ending Violence Association of BC
June 16, 2016
1:00 to 4:00 pm (part of SVP WG symposium)
2.
Anti-Violence Project UVic
June 16, 2016
1:00 to 4:00 pm (part of SVP WG symposium)
3.
Native Students Union Executive
June 21, 2016
3:30 to 4:30 pm
4.
Deans Council
June 22, 2016
1:45 to 2:05 pm
5.
Board of Governors Operations and Facilities Committee
June 27, 20016
10:00 to 10:20 am
6.
Division of Continuing Studies
July 4, 2016
10:00 am to noon
7.
Faculty Association
July 5, 2016
1:30 to 3:30 pm
8.
McGill University Student Workshop Leader (mandatory
July 8, 2016
11:00 am to noon
residence workshops on gender, sexuality, and consent, colonialism,

and racism)
9.
Faculty Member
(Faculty of Engineering)
July 13, 2016
10:00 to 11:00 am
10.
Resource Centre for Students with a Disability
July 13, 2016
1:00 to 3:00 pm
SVP Summary of Consultations June to December 2016
Page 1 of 8
Sept 26, 2016
GROUP
DATE
TIME
11.
Cooperative Education and Career Services
July 14, 2016
10:00 to 11:30 am
12.
McGill University Student Workshop Developer and Floor

Fellow (mandatory residence workshops on gender, sexuality, and
July 22, 2016
10:00 to 11:00 am
consent, colonialism, and racism)
13.
Residence Services Residence Life and Education Team
July 25, 2016
10:00 am to noon
14.
Counselling Services
July 26, 2016
9:00 to 11:00 am
15.
Office of Student Life
July 26, 2016
1:00 to 3:00 pm
16.
Manager, Residence Life and Education
July 27, 2016
9:30 to 10:30 am
17.
Mens Trauma Centre
July 27, 2016
1:00 to 3:00 pm
18.
Vikes Athletics and Recreational Services
August 2, 2016
1:00 to 3:00 pm
19.
Student Advocacy Group
August 3, 2016
2:30 to 4:30 pm
20.
Manager, Education and Training (Residence Life and

Education)
August 5, 2016
11:00 am to 12:00 pm
21.
International Student Services
August 22, 2016
1:00 to 3:00 pm
22.
Camosun College
August 23, 2016
9:30 to 11:30 am
23.
International Student Global Community Advisory Group
August 23, 2016
1:30 to 3:30 pm
24.
Faculty member, School of Public Administration
August 24, 2016
3:30 to 4:30 pm
25.
Dean of Fine Arts
August 26, 2016
11:30 am to 12:15 pm
Page 2 of 8
Sept 26, 2016
GROUP
DATE
TIME
26.
Campus Security
August 26, 2016
1:30 to 3:30 pm
27.
Learning and Teaching Centre
August 29, 2016
1:00 to 3:00 pm
28.
Dean of Human and Social Development
August 29, 2016
3:30 to 4:15 pm
29.
University Librarian and Senior Management
August 30, 2016
9:30 to 10:30 am
30.
UVSS Board of Directors Member
August 30, 2016
11:00 am to noon
31.
University of Victoria Students Society Executive
August 31, 2016
1:30 to 3:30 pm
32.
Academic Womens Caucus and MIWIN (Minority and

Indigenous Women Instructors' Network)
September 6, 2016
2:30 to 4:30 pm
33.
Office of Indigenous Affairs
September 7, 2016
10 am to noon
34.
Victoria Police Department (Investigative Services Division Special Victims Unit)
September 7, 2016
1:00 to 2:00 pm
35.
Dean of Law
September 9, 2016
3:15 to 4:00 pm
36.
Faculty Council Human and Social Development
September 13, 2016
3:30 to 4:05 pm
37.
Dean of Business
September 14, 2016
3:15 to 4:00 pm
38.
Dean of Social Sciences
September 15, 2016
10:00 to 10:45 am
39.
Dean of Education
September 15, 2016
3:30 to 4:15 pm
40.
Chair, Educational Psychology and Leadership (expert in

trauma-informed practice)
September 16, 2016
10:45 to 11:45 am
Page 3 of 8
Sept 26, 2016
GROUP
DATE
TIME
41.
Dean of Continuing Studies
September 16, 2016
2:00 to 2:45 pm
42.
Head, Island Medical Program
September 19, 2016
9:30 to 10:15 am
43.
Faculty Council Law
September 21, 2016
12:05 to 12:25 pm
44.
UVic Undergraduate Student
September 22, 2016
10:00 to 11:00 am
45.
Dean of Science
September 22, 2016
4:00 to 4:45 pm
46.
Provosts Steering Committee on Diversity and Equity
September 23, 2016
9:45 to 10:05 am
47.
Graduate Students Society Executive
September 23, 2016
3:00 to 4:30 pm
48.
University Safety Committee
September 27, 2016
2:30 to 2:50 pm
49.
Office of the Registrar
October 3, 2016
3:00 to 4:30 pm
50.
Dean of Engineering and Executive
October 4, 2016
9:30 to 10:30 am
51.
Associate Dean Research, Faculty of Humanities
October 4, 2016
11:00 am to noon
52.
Faculty Council Engineering
October 4, 2016
3:30 to 4:00 pm
53.
Residence Student Staff

Drop-in Session #1 of 3
October 4, 2016
6:00 to 7:30 pm
54.

October 5, 2016
6:00 to 7:30 pm
55.

October 6, 2016
6:00 to 7:30 pm
Page 4 of 8
Sept 26, 2016
GROUP
DATE
TIME
56.
Dean of Graduate Studies
October 7, 2016
2:00 to 2:45 pm
57.
Oak Bay Police Department (Chief Constable and Deputy)
October 11, 2016
9:00 to 10:00 am
58.
Faculty Council - Humanities
October 11, 2016
2:30 to 2:50 pm
59.
Faculty Council Science
October 11, 2016
4:00 to 4:20 pm
60.
International Student Global Community Advisory Group (2nd

consultation - requested by Advisory Group)
October 11, 2016
5:00 to 7:00 pm
61.
University Health Services
October 12, 2016
9:30 to 10:30 am
62.
Faculty Council Fine Arts
October 12, 2016
1:00 to 1:20 pm
63.
Faculty Council Peter B. Gustavson School of Business
October 12, 2016
2:30 to 2:50 PM
64.
Associate Dean, Advising Centre for Humanities, Science, and

Social Sciences
October 12, 2016
3:30 to 4:30 pm
65.
Advising Centre for Humanities, Science, and Social Sciences
October 13, 2016
9:30 to 11:00 am
66.
Student Services Leadership Team
October 17, 2016
2:00 to 4:00 pm
67.
Dean of Humanities
October 18, 2016
4:00 to 4:45 pm
68.
Faculty Association Committees on Equity; Disability; Advising

and Dispute Resolution
October 19, 2016
10:30 am to noon
69.
Human Resources
October 19, 2016
2:30 to 4:30 pm
Page 5 of 8
Sept 26, 2016
GROUP
DATE
TIME
70.
Faculty Council Education
October 20, 2016
9:30 to 9:50 am
71.
Faculty Council Graduate Studies
October 20, 2016
1:40 to 2:00 pm
72.
Office of the Vice-President Finance and Operations
October 28, 2016
9:00 to 9:30 am
73.
Saanich Police Department (Chief Constable and staff)
October 28, 2016
1:00 to 2:00 pm
74.
Campus Services
October 31, 2016
9:00 to 11:00 am
75.
Student Advocacy Group
October 31, 2016
1:00 to 2:30 pm
76.
Teaching Assistant Consultants

(led by Cynthia Korpan, LTC Professional Development Programs
and TA Training)
October 31, 2016
3:30 to 4:30 pm
77.
Senate
November 4, 2016
3:30 pm
78.
Faculty Council Social Sciences
November 8, 2016
3:10 to 3:30 pm
79.
Educational Equity Committee
November 21, 2016
2:00 to 2:20 pm
80.
Employment Equity Committee
November 23, 2016
1:40 to 2:00 pm
Page 6 of 8
Sept 26, 2016
WRITTEN SUBMISSIONS RECEIVED (14)

GROUP/INDIVIDUAL
DESCRIPTORS PROVIDED
DATE SUBMITTED
FACULTY MEMBERS
Female, white, straight

none
Female, heterosexual
2016.06.21
2016.06.21
2016.06.22
STUDENTS
Queer, white, disabled

Person of colour, queer, trans
2016.07.08
2016.07.08
STAFF
PEA member
2016.06.24
STUDENT ADVOCACY GROUPS
7 elected members
2016.06.21
FACULTY & STAFF UNIONS
PEA Executive
2016.06.24
ALUMNI
Queer, trans, person of colour, former staff

Queer, female
Female, part-time student now
2016.07.20
2016.07.20
2016.07.22
INDIVIDUAL
None
2016.06.24
EXTERNAL AGENCIES
PEERS
West Coast Legal Education and Action Fund
2016.08.30
2016.08.24
CONTACTED/PENDING CONSULTATIONS (24)

GROUP/INDIVIDUAL CONTACTED/PENDING
1.
UVic Pride
2.
UVSS Womens Centre (Third Space)
3.
Society for Students with a Disability
4.
Feminist Uprising Collective
Page 7 of 8
Sept 26, 2016
GROUP/INDIVIDUAL CONTACTED/PENDING
5.
Anti-Violence Project
6.
UVic Administrative Officers
7.
PhD Student, School of Child and Youth Care
8.
Faculty member, Educational Psychology and Leadership
9.
CUPE 951
10.
CUPE 917
11.
CUPE 4163
12.
Faculty Relations, UVic
13.
UVic Student Mental Health Steering Committee
14.
Victoria Immigrant and Refugee Centre Society
15.
Victoria Womens Transition House
16.
Victoria Sexual Assault Centre
17.
Island Sexual Health
18.
Intercultural Association
19.
Native Friendship Centre
20.
NEED2 Suicide Prevention Education & Support
21.
AIDS Vancouver Island
22.
Victim Services (Provincial Government)
23.
Provincial High School Counsellors
24.
UVic Family Centre
Page 8 of 8
September 11, 2016
APPENDIX 13
TABLE 1
EDUCATION, PREVENTION, TRAINING, AND SUPPORT
PRE-ARRIVAL ORIENTATION
(UVic Expectations Consent and Respect base line information about what it means to be part of the UVic community; positive message with clear expectations
identified). Some landing points could include pre-arrival homework (modeled on UC Davis), interactive and engaging videos, information included in the new
student package, and/or part of the script in the pre-arrival phone call.
GROUP
CATEGORY
DOMESTIC UNDERGRADUATE STUDENTS Residence

(highly diverse)
INDIGENOUS UNDERGRADUATE
STUDENTS
(dedicated supports)
STUDENTS WITH DISABILITIES

TOOLS
Residence contract and handbook (87 91% of students in residence are first year
students)
Student handbook
On-line pre-arrival orientation (required)
Non-residence
Student handbook
Residence
students)
Student handbook
Non-residence
Student handbook
Residence
students)
Student handbook
Non-residence
Student handbook
Table 1 - Education, Prevention, Training, and Support
Page 1 of 3
September 11, 2016
GROUP
INTERNATIONAL UNDERGRADUATE
STUDENTS
CATEGORY
TOOLS
Residence
students)
Student handbook
Non-residence
Student handbook
PARENTS/GUARDIANS OF
UNDERGRADUATE STUDENTS
GRADUATE STUDENTS
Residence
(Indigenous, Domestic, and International)
Residence contract and handbook (about 60 beds in residence are dedicated to graduate
students; there are 126 units in family housing but family housing operates more under
a landlord/tenant agreement and there is little programming right now)
Non-residence

Auditing Students/Steps Forward Program, etc.
NON-CREDIT DOMESTIC STUDENTS

(Continuing Studies)
NON-CREDIT INTERNATIONAL
STUDENTS
Pre-arrival information and education on campus issues

Advice on how to have constructive conversations about transition issues
Website of resources and materials specific to parents/guardians
Contact person/role to respond to questions
Residence
Residence contract
Residence handbook
Student handbook
Homestays
Student handbook
STAFF
(Contract and Continuing Unionized
and Excluded)
Check with HR about staff hiring, both casual and permanent

Statement on website Why Work at UVic?
POST-DOCS, GRANT-FUNDED STAFF AND

RESEARCHERS, UNPAID INTERNS, AND
VISITING SCHOLARS
(Departments and Research Centres)
Pre-arrival materials
FACULTY
(Research and Teaching, and
Limited Term)
Sexualized Violence information be part of package of information from VPAC given to

prospective faculty during on-site interviews
Statement could be included on faculty ads
Statement on VPAC ad website
Page 2 of 3
September 11, 2016
GROUP
CATEGORY
TOOLS
CONTRACT AND CONTINUING

SESSIONALS/INSTRUCTORS
(not compensated for education and
training; precarious labour)
Sexualized Violence information be part of package of information given to prospective

sessional/instructors
Statement could be included on job ads
Statement on VPAC ad website
ROLE OF RECRUITERS AND

RECRUITMENT MATERIALS
This would pertain to the recruitment of undergraduate and graduate students

(Indigenous, domestic, and international), staff, faculty, and administrators
Possible statements on all recruitment materials/ads
Page 3 of 3
September 11, 2016
APPENDIX 14
TABLE 2
ON-SITE ORIENTATION INTERACTIVE AND HARM REDUCTION ORIENTED
Prevention and education efforts on campus needs to address a mix of audiences (students, faculty and staff), their level of knowledge and
understanding about sexualized violence and effective methods to reach each audience. The goal is to create a culture where it is clearly
understood that sexualized violence is unacceptable and that we have a shared commitment collectively and institutionally to a creating a safer,
supportive and respectful environment.
GROUP
TOOLS
DOMESTIC UNDERGRADUATE STUDENTS

(highly diverse)
STUDENTS
Training of orientation leaders and campus tour leaders

Training of student government leaders, student leaders across UVSS/GSS clubs, course unions, advocacy groups, etc.
Orientation Week campaigns
Sexualized Violence Awareness Week
Vikes Athletics orientation of Varsity Athletic Council and varsity athletes (code of conduct) and club executive and
leaders (code of conduct)
Residence Services training of community leaders, residence life coordinators, educational workshops for residence
staff (CLs, etc.) and students; more targeted hiring of CLs
UVSS, AVP, UVic Pride,
Course unions and clubs (training of leaders and policy development)
Training of student government leaders, student leaders across UVSS/GSS clubs, course unions, advocacy groups, etc.
Orientation Week campaigns
Sexualized Violence Awareness Week campaigns that speak to the Indigenous student experience
Vikes Athletics orientation of Varsity Athletic Council and varsity athletes (code of conduct) and club executive and
leaders (code of conduct)
Indigenous Affairs and NSU
Page 1 of 4
September 11, 2016
GROUP
TOOLS
staff (CLs, etc.) and students; more targeted hiring of CLs (Note: Residence Services funds its own programming)
UVSS
Current supports/training for Indigenous students (e.g., Elders)
UNDERGRADUATE STUDENTS WITH

DISABILITIES

Orientation Week what is the message? Role of administration and student advocacy groups (Society for Students with
a Disability)
Sexualized Violence Awareness Week campaigns that speak to the experience of students with disabilities
Role of RCSD (given that students, who register at various times, develop strong relationships with RCSD advisors who
conduct orientations)
staff (CLs, etc.) and students; more targeted hiring of CLs (Note: Residence Services funds its own programming)
UVSS and Society for Students with a Disability
STUDENTS

Orientation Week
Sexualized Violence Awareness Week and campaigns that speak to the experiences of undergraduate international
students
Student advocacy groups and clubs
UVSS
GRADUATE STUDENTS
Department level orientation key role of Graduate Advisors

LTC Professional Development Workshops/TA union orientation
GSS
Graduate Studies document on supervising graduate students, hiring practices with regard to TAs, RAs, Lab Instructors,
etc.
Sexualized Violence Awareness Week
CUPE 4163 and HR TAs, RAs, Lab Instructors, etc.
Page 2 of 4
September 11, 2016
GROUP
TOOLS
UNDERGRADUATE AND GRADUATE

STUDENTS
(Off-campus)

Continuing Studies
Auditing Students/Steps Forward Program, etc.
NON-CREDIT INTERNATIONAL STUDENTS

Continuing Studies
Counselling/Mental Health Strategy
Buddy system
STAFF
and Excluded)
PEA
CUPE unions
HR and HR training
EQHR

VISITING SCHOLARS
LTC
Departments
Centres
FACULTY
Limited Term)
Co-op (required by some professional programs Business, Engineering)

Field Schools
Internships
Community-based and experiential learning; practicums
Varsity Vikes Athletes (international and mainly national competitions)
Co-operative Education and Career Services
UVic Travel Policy
International Plan (2016-2021) or its implementation
ATRS (Vikes Athletics)
New faculty orientation (mandatory)

Unit level workshops
EQHR workshops
Faculty Association
Deans and Chairs VPAC workshops
Indigenous Academic Plan
Professional Faculties
Page 3 of 4
September 11, 2016
GROUP
TOOLS

SENIOR ADMINISTRATORS
(VPs, Deans, Chairs and Directors)
Training workshops (VPAC) and meaningful leadership on the issue
VISITORS TO CAMPUS
Conferences, varsity athletes, Multifaith Services, etc.
Contract and Continuing Sessionals/Instructors

Unit level orientation
CUPE 4163
Continuing Studies
Page 4 of 4
September 11, 2016
APPENDIX 15
TABLE 3
ONGOING EDUCATION
Prevention and education efforts on campus needs to address a mix of audiences (students, faculty and staff), their level of knowledge and
understanding about sexualized violence and effective methods to reach each audience. The goal is to create a culture where it is clearly
understood that sexualized violence is unacceptable and that we have a shared commitment collectively and institutionally to a creating a safer,
supportive and respectful environment.
GROUP
TOOLS
DOMESTIC UNDERGRADUATE STUDENTS

(highly diverse)
Bystander Intervention (Student Life)

Vikes Athletics Varsity Athletic Council and club executive and leaders (codes of conduct), coaches, etc.
Residence Services ongoing training of community leaders, residence life coordinators, educational workshops for
residence staff (CLs, etc.) and students
The UVSS, AVP (Consent Workshops), student advocacy groups
STUDENTS
UNDERGRADUATE STUDENTS WITH

DISABILITIES

RCSD (students develop strong relationships with RCSD staff)
residence staff (CLs, etc.) and students
UVSS and Society for Students with a Disability

Vikes Athletics Varsity Athletic Council and club executive and leaders (codes of conduct), couches, etc.
Indigenous Affairs and NSU
residence staff (CLs, etc.) and students (Note: Residence Services funds its own programming)
The UVSS
Table 3 - Education, Prevention, Training and Support
Page 1 of 3
September 11, 2016
GROUP
TOOLS
STUDENTS

International Student Services (in addition to the above)
Student advocacy groups and clubs
UVSS
GRADUATE STUDENTS
LTC Professional Development Workshops

GSS
Graduate Studies document on supervising graduate students, hiring practices with regard to TAs, RAs, Lab Instructors, etc.
Bystander Intervention
CUPE 4163 and HR TAs, RAs, Lab Instructors, etc.
UNDERGRADUATE AND GRADUATE

STUDENTS
(Off-campus)
Co-op (required by some professional programs Business, Engineering)

Field Schools
Internships
Community-based and experiential learning
Varsity Vikes Athletes (international and mostly domestic)
Co-operative Education and Career Services
UVic Travel Policy
International Plan (2016-2021) or its implementation
ATRS (Vikes Athletics)

Continuing Studies
NON-CREDIT INTERNATIONAL STUDENTS

Continuing Studies
STAFF
and Excluded)

Departments
Centres
PEA
CUPE unions
HR and HR training
EQHR
Page 2 of 3
September 11, 2016
GROUP
TOOLS
VISITING SCHOLARS
LTC
FACULTY
Limited Term)

Unit level
CUPE 4163
Continuing Studies
SENIOR ADMINISTRATORS
(VPs, Deans, Chairs and Directors)
Ongoing training and meaningful leadership on the issue in units, faculties, and the university
Unit level workshops

EQHR workshops
Faculty Association
Chairs and Deans VPAC workshops
Indigenous Academic Plan
Professional Faculties
Page 3 of 3

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Working Group on Sexualized

Violence Programs and

We acknowledge and respect the Lekwungen-speaking peoples on whose traditional

Working Group on Sexualized Violence Programs and

Executive Summary ............

Organizational Chart ............................

BC Legislative Context and Ministry of Advanced Education Guidelines .

The Working Groups Process and Progress ...

Moving Forward .....

Table of Contents (contd)

Appendix 15 Table 3 - Education, Prevention, Training, and Support Ongoing Education

Working Group on Sexualized Violence Programs and

Conduct extensive research on sexualized violence in the post-secondary context and on

The three phases include:

Developing pre-arrival exercises and information;

Continuing and enhancing on-campus orientation programs;

Continuing and enhancing ongoing education.

3. Investigation and Adjudication

Draft a clear and transparent campuswide policy on sexualized violence that,

Review and recommend enhancements to UVics sexualized violence

Identify and recommend program and response initiatives designed to

Ensure the alignment of all UVic policies related to sexualized violence.

3. BC Legislative Context and Ministry of Advanced Education Guidelines

Survivor-centred and trauma-informed approaches incorporate an understanding of the impact of sexual

Definitions of consent, sexual assault, sexual harassment, and

A statement that the institution takes sexualized violence seriously and a

A commitment to support survivors and those who have experienced

An acknowledgement that anyone can experience sexualized violence and

A scope that applies to all university community members, which could

A confidentiality statement that explains why confidentiality is necessary and

A commitment to implementing sexualized violence awareness, prevention,

A statement that vests responsibility for policy implementation and review in

Provisions for individuals to receive support and accommodation from the

Descriptions of reporting options, where and how to make a formal report to

A commitment to investigating all reports of sexualized violence and

A commitment to ensuring procedural fairness and natural justice and

A statement that prohibits retaliation against anyone who discloses or reports

A description of how policy integrates with applicable laws such as the

A description of individuals and units responsibilities under the policy; and

A review cycle and process for revising the policy.

e. Policy Review: Related UVic Policies

Freedom of Information and Protection of Privacy Act, RSBC 1996, c 165.

The graduate student whose relationship with their supervisor is entangled

The student or faculty member who mistrusts university processes after

The faculty or staff member or graduate student whose reporting structure

Education and prevention;

Response to and adjudication of reports of sexualized violence.

designed to begin to cultivate a sense of institutional and collective responsibility to create an

Developing pre-arrival exercises and information;

Continuing and enhancing on-campus orientation programs;

Continuing and enhancing ongoing education.

Oversee and coordinate, in consultation with relevant on- and off-campus

Work with the appropriate units to review existing on-campus materials,

Work with the appropriate unit(s) on the development of a leadership

In the case of a formal complaint that results in an investigation and an

i. UVic has a responsibility to provide information to all community members on how to

Immediate access to counselling;

Immediate medical care;

Immediate personal and physical safety;

Ongoing access to counselling;

Cultural or spiritual support;

Ongoing personal safety support including no-contact orders, changing

Alternative residence or housing arrangements;

Support in navigating complex systems, including maintaining scholarships,