If You're Accused of Harassment...

Take The Accusation Seriously

If a co-worker, colleague, or classmate tells you that your actions or comments are unwanted, offensive or harassing, listen closely to the other person's point of view. Take into consideration that people with values, backgrounds or genders different than your own may view as harassing actions that you believe to be harmless. What you find humorous, others may experience as humiliating, threatening, or insulting. Remember, too, that body language and tone of voice contribute to the content of your speech.

Sexually and racially-based stereotypes, which are most likely to offend the dignity of others, may result in complaints about harassing behaviour, especially because society's awareness of the destructive impact of such stereotypes has increased in recent years. Indeed, both federal and provincial human rights legislation are a direct response to this increased awareness.

Show Consideration

Whether you intend it or not, your words and actions may, at times, be experienced by others as violating their self-respect and personal integrity. In the interest of mutual respect at the University, consider whether you can modify your usual ways of expressing yourself, if appropriate, so as not to cause the other person(s) harm or discomfort. Also, if appropriate, you might consider acknowledging and apologizing for any discomfort or offense that your words or actions might have caused, whether intentionally or unintentionally.

Avoid Retaliation

Avoid acting in ways that might be interpreted as retaliation against the complainant. Don't make negative comments about the complaint or the complainant, don't alter job conditions or academic evaluations, don't provoke confrontations or seek to embarrass the complainant either publicly or privately. The University regards seriously behaviours that further offend or threaten complainants.

Review Your Rights

The UBC's Policy on Discrimination & Harassment (PDF) describes the rights and responsibilities of complainants and respondents, as well as both informal and formal procedures for complaint resolution.

Advisors work to remedy complaints using the informal process which involves discussions with complainants and respondents, and problem-solving strategies. Most complaints are resolved informally.

The formal process is used in cases where the concern is very serious, the facts are in dispute, the informal process is not appropriate and the resolution may involve disciplinary action.

Observe Confidentiality

Although you may need to talk with someone about the complaint of harassment or discrimination, please try to do so in a private setting where you cannot be overheard by other people in your work or study environment. Ask anyone to whom you speak about the complaint, to keep to themselves the information you share. Observing confidentiality protects your privacy and that of the complainant and helps the Equity Office resolve concerns in a more effective and satisfactory manner.