Two related policies are currently up for review: The Respectful Work and Learning Environment (RWLE) policy and the Sexual Violence policy. Regular reviews are required by legislation. These reviews will take place after the anti-racism and anti-ableism policies are established by fall 2024, in order to ensure alignment between all community policies.

Existing policies remain in effect, and there will be formal opportunities to provide input during the review process.

Until that time, the community is welcomed to offer comments that will inform the review of the existing Respectful Work and Learning Environment (RWLE) and the Sexual Violence policies. Interim feedback may be sent via email to Marci Davies.

UM’s Sexual Violence Policy was recently updated to include a duty for supervisors and managers when they receive a disclosure of sexual violence to refer the person to the Sexual Violence Resource Centre and to the supports available to them.

For full details about recent changes, refer to the updated Sexual Violence Policy; this UM Today story also provides further details about this change. Other resources available to community members include the Sexual Violence Awareness course on UM Learn, and Sexual Violence Resource Centre.

Community policies and procedure can be found online on the University Governance website. 

More about UM’s Sexual Violence Resource Centre (SVRC)

The SVRC uses a trauma-informed and survivor-centred approach to provide information, resources and support to anyone who has been affected by sexual violence. It’s a place where survivors, or people supporting survivors, can find a safe space. Their confidential services are available to all faculty, staff and students in the UM community who need their help.

*Please call or email to make an appointment:

svrc [at] umanitoba [dot] ca

Phone: 204-474-6562

The Rady Faculty of Health Sciences (RFHS) at the University of Manitoba is a national leader in advancing equity, diversity and inclusion and ensuring a respectful work and learning environment. As members of the RFHS, we all have a critical role to play, and I want to highlight some of the opportunities available to you as a student to demonstrate a commitment to this positive culture.

This communication was prompted by the recent discovery that students in the College of Dentistry organized an event titled “Beer and Skits.” It appears this has been an annual student-led event with a long history. Concerns around Beer and Skits include reports that past content has been disrespectful toward fellow students and generally inappropriate. Even the name of the event can be perceived as exclusionary to students who do not drink alcohol for religious or personal reasons. We understand that other colleges in our Faculty have held similar events.

While we appreciate that the intent of these events is primarily community building, we want to remind students that such activities must align with all policies and procedures intended to ensure our work and learning environment is safe and respectful. We ask you to reimagine student events in line with these commitments.

We have a unique opportunity as members of our Faculty to set an example and act as leaders in what inclusion and respect can mean today, especially as we continue to respond to matters including racial and gender inequity, inaccessible systems and the legacy of Canada’s residential school system.

We must all work to ensure that the RFHS community is a safe and welcoming place for all people, where we respect one another and are accountable for our actions. This is both an individual and collective responsibility and this commitment extends to the community that you serve and that you will continue to serve as a health care provider.

You have both a right and a responsibility to report violations or concerns, without fear of reprisal, if you or a member of the University community is adversely affected by the conduct of another University member. We have included links to various resources available. There are a variety of means to make such a report, including anonymously, by:

• discussing with a trusted faculty member;

• contacting any of the following services: the Office of Human Rights and Conflict Management, the University Student Advocacy Services, Ongomiizwin Education; the RFHS Anti-Racism Lead, and/or the Director of EDI for RFHS;

• reaching out to Student Support Services at Bannatyne campus;

• filing a report through the RFHS online reporting system known as “Speak-Up”.

It is important that we all understand our responsibility to comply with both University and professional policies and procedures. If you have any questions about what is considered respectful behaviour, please don’t hesitate to reach out to the Office of Human Rights and Conflict Management. We are here to support one another as we learn together.

Thank you for your partnership in this shared commitment.

Signed on behalf of all Deans within the Rady Faculty of Health Sciences,

Dr. Brian Postl

Dean, Max Rady College of Medicine

Dean, Rady Faculty of Health Sciences

Vice-Provost (Health Sciences)

Resources:

RFHS Policies:

https://umanitoba.ca/health-sciences/rady-faculty-health-sciences-policies

RFHS EDI Resources:

https://umanitoba.ca/health-sciences/equity-diversity-inclusion

Joint Commitment to EDI from the RFHS Colleges:

https://umanitoba.ca/health-sciences/sites/health-sciences/files/2020-11/equity-diversification-and-inclusion-commitment-letter.pdf

University of Manitoba RWLE Policy and Procedures:

https://umanitoba.ca/admin/governance/governing_documents/community/230.html

Ongomiizwin:

https://umanitoba.ca/faculties/health_sciences/indigenous/institute/education/index.html

Student Services at Bannatyne Campus:

https://umanitoba.ca/faculties/health_sciences/indigenous/institute/background.html

Speak Up Reporting System:

https://umanitoba.ca/faculties/health_sciences/medicine/reporting.html

Office of Human Rights and Conflict Management:

https://umanitoba.ca/human_rights/

Recent updates to the Sexual Violence and Respectful Work and Learning Environment (RWLE) policies more clearly outline the process for responding to prohibited conduct across the university while also clarifying the rights and responsibilities of community members.

The biggest change to the policies is that the Sexual Violence Policy (formerly the Sexual Assault Policy) now addresses all forms of sexual violence, including sexual harassment and sexual assault. Previously sexual harassment was addressed under the RWLE Policy.  Additionally, the RWLE and Sexual Assault Procedure has been renamed the Disclosures and Complaints Procedure. It is the procedure for both the RWLE and Sexual Violence policies.

“The University of Manitoba is committed to providing a safe, inclusive and enriching working and learning environment free from discrimination, harassment and sexual violence,” says Michael Benarroch, President and Vice-Chancellor of the University of Manitoba.  “This commitment is foundational to the recent updates to the Respectful Work and Learning Environment Policy, the Sexual Violence Policy and the Disclosures and Complaints Procedure.”

In 2018, discussions about drafting new policies began. An RWLE and Sexual Assault and Advisory Committee was established which sought input from students, staff, faculty and alumni about the policies and their impact. At the same time, the university commissioned a report entitled Responding to Sexual Violence, Harassment and Discrimination at the University of Manitoba: A Path Forward.

“The drafting of these amendments drew heavily on community feedback and best practice standards. Many of the recommendations of the Path Forward Report were policy-related, and they have now been integrated into these new policies,” says Benarroch.

“I am proud of the tremendous effort that has gone into these governing documents, which provide a clear directive on our community’s responsibilities as well as transparent and trauma-informed processes should breaches occur,” he says.

Other updates to the Sexual Violence Policy include an updated definition of “consent” that rejects the idea of “advanced consent”; intersectionality is woven through the guiding principles and reflects UM’s commitment to equity, diversity and inclusion; and additional language has been included to emphasize the university’s commitment to protect its members from reprisal.

The revised policies and procedure can be found online on the University Governance website. 

Education and resources available

The university is committed to providing education and resources surrounding the updated policies, and has created several information sheets that provide more information on the topics found in the policies and procedures.

“Experiencing an incident of sexual violence, harassment, or discrimination is difficult. Deciding how to proceed and identifying available supports often adds to this difficulty,” says Meghan Menzies, Human Rights and Conflict Management Officer in the Office of Human Rights and Conflict Management and co-chair of the RWLE and Sexual Assault Policy Review Committee. “The U of M’s policies are here to provide regulations and outline associated processes, but may be difficult for community members to interpret and understand. The info sheets were developed in order to assist community members in understanding and applying the University’s updated Sexual Violence Policy, Respectful Work and Learning Environment Policy, and Disclosure and Complaints Procedure.”

The following information sheets have been developed and can be found on this website:

– sexual violence;

– consent;

– discrimination and harassment;

– social media and online behaviour;

– the scope and application of the policies,

– disclosures, formal resolutions and informal resolutions;

– confidentiality;

–  investigations and UII;

– findings of breach and no breach;

– accommodations and supports;

– interim measures;

– limits of the policies

– external reporting options;

Other resources available to community members include the Sexual Violence Awareness course on UM Learn, and Sexual Violence Resource Centre.

That consultation is currently underway, with a goal of having updated policies that reflect the needs of the community, but also meet new sexual violence policy guidelines set out by the Province in 2017.

More than 20 targeted stakeholder consultation sessions are happening across both main university campuses this fall. There are also two broader, facilitated public consultation sessions on November 6 and 7, which all students, staff and faculty are encouraged to attend.

November 6
12PM-1PM
Rm. 224 (MPR A-C) UMSU University Centre
Fort Garry campus

November 7
12PM-1PM
Chown Boardroom
Bannatyne campus

Those who are unable to attend these sessions, or wish to submit their input online, can do so at http://umanitoba.ca/student/rwle-sa-policy-review/.

This website also includes answers to a number of commonly asked questions around the two policies. These FAQs continue to be updated and expanded based on the feedback from the site, as well as through the consultation process.

More information:

Read the current Sexual Assault and Respectful Work and Learning Environment policies

Find a number of important resources at the Sexual Violence Support & Education website

Read more about the Province of Manitoba’s new legislation