From the V-P People and Culture: Status of the new Harassment and Discrimination Policy and Sexual Violence Policy
The following message was also sent by email to UPEI students, staff, and faculty on Wednesday, May 27, 2025.
Dear UPEI Community,
The work to modernize UPEI’s policy framework
This update answers some of the frequently asked questions so that the campus community understands why UPEI’s new Harassment and Discrimination Policy and Sexual Violence Policy have not yet been implemented.
Over the last few years, our University community has undertaken significant work to strengthen how UPEI responds to harassment, discrimination, and sexual violence. That work was shaped by the experiences conveyed through the University of Prince Edward Island Review (the Rubin Thomlinson report), the commitments contained in the University's Action Plan, and a shared recognition that our community deserves clearer, trauma-informed, and accessible processes.
Why the policies cannot yet be implemented
Following more than fifteen months of collaborative work involving students, faculty, staff, external legal advisors, union representatives and the Health and Safety Committee, the University’s Board of Governors endorsed a new Harassment and Discrimination Policy and a companion Sexual Violence Policy. The policies are substantively agreed upon, legally compliant, and ready to move forward.
Unfortunately, they cannot yet be implemented.
Under the current Faculty collective agreement, the University requires the “express written consent” of the UPEI Faculty Association to replace the existing Fair Treatment Policy. The Faculty Association collective agreement is the only agreement with this provision.
Although the Faculty Association agrees with the substance of the new policies, it has advised that it will not provide consent unless the University agrees to additional collective agreement language related to future policy changes. Future policy changes are addressed in the polices themselves, providing for periodic review and a community based consultative process. The Faculty Association has agreed with the appropriateness of these policy provisions.
The University’s position is that proposed changes to collective agreement language should be addressed through collective bargaining, which is scheduled to begin at the end of this month, and not as a condition for implementing policies whose substance is already agreed upon.
Why these Policies matter to the entire campus community
It is important for the campus community to understand that these policies apply to, and protect, the entire University community that is comprised of over 7,000 people (students, staff, faculty, volunteers and contractors). There are under 600 faculty members. The policies are intended to support all individuals who may experience harassment, discrimination, or sexual violence.
This concern is particularly important in relation to the new Sexual Violence Policy. Under provincial legislation, the University is required to maintain distinct and accessible policies to support students affected by sexual violence. These policies are intended to apply to and protect all members of our community and to ensure that those who may be most vulnerable have access to clear and reliable processes when they need them most.
The University’s position is that policies intended to protect the broader campus community should not be delayed by unresolved bargaining-related issues, particularly where there is already agreement from the Faculty Association that the policies themselves are necessary and appropriate.
Strengthening internal support and response structures
As committed to in the UPEI Action Plan, the University has also taken steps to strengthen its internal support and response structures. Subsequently, the Fair Treatment Advocate function, which has been administered externally through HR Atlantic has transitioned to the University’s Equity, Diversity, Inclusion and Human Rights (EDIHR) Department. This change is intended to improve coordination, accessibility, continuity of support, and alignment with the new trauma-informed policy framework as the University continues to build a more responsive and integrated approach to addressing harassment, discrimination, and sexual violence on campus.
Impact of delayed implementation of the Policies on the UPEI Action Plan
The University remains committed to advancing the UPEI Action Plan: Building a Culture of Trust, Safety and Inclusion. Year 2 of the implementation plan consisted of 203 implementation activities. As we prepare for an annual audit, the University submits that while 80% of the activities were successfully completed,12% are impacted by delays in the implementation of the new Harassment and Discrimination and Sexual Violence policies. The University regrets the delay to meet the obligations to the entire community.
Moving Forward
The University remains committed to implementing these policies at the earliest possible opportunity and to continuing respectful engagement with the Faculty Association as collective bargaining begins.
Once again, the University is grateful to everyone who contributed to this important work.
Sincerely,
Jane Ngobia
Vice-President, People and Culture
