Discrimination

Discrimination is conduct that imposes burdens, obligations, or disadvantages on, or limits access to, opportunities, benefits, and advantages for specific individuals or groups, as defined by the BC Human Rights Code. UBC’s Discrimination Policy (SC7) flows from and is interpreted in a manner consistent with the BC Human Rights Code.

Key Points About Discrimination Based on the Human Rights Code and SC7:

  • Discrimination can be intentional or unintentional. This means that even if you didn’t mean to create a barrier for a certain group, it can still be discrimination.
  • Discrimination can impact a group or an individual.
  • Discrimination can occur during one incident or over a series of incidents, including a single incident that, in isolation, would not necessarily constitute discrimination.
  • The BC Human Rights Code protects against discrimination based on a range of characteristics, including but not limited to: age, ancestry, physical or mental disability, race, religion, sex, gender identity, or expression.
  • Discrimination does not include the exclusion of certain groups if there is reasonable justification. For example, there are reasonable justifications for why a child is not allowed to obtain a driver’s license.
  • Harassment can also be a form of discrimination when there is unwanted physical or verbal behaviour that targets a group or individual and is related to a prohibited ground set out by the Human Rights Code. For examples of what does or does not constitute harassment, please see this informative resource here.
  • Equality Is Not Equity: Having the same practice or policy for everyone can still lead to unequal treatment and discrimination. To better understand adverse-effects or constructive discrimination, and to read through an example, see this resource here.

There may be situations where comments or actions cause hurt, discomfort, or harm but may not meet the current legal definition of discrimination. In some of these cases, addressing the situation may still help to repair relationships, improve behaviours or practices, and/or promote growth and learning. Addressing these situations can also help create a more inclusive and equitable learning and work environment.

If you are navigating a complex situation that caused hurt but may not meet the legal definition of discrimination for an SC7 Complaint and would like support to identify the best path forward, consult these conflict engagement resources or read about respectful environments. You can also contact your direct supervisor, your local Human Resources manager, the REDI Office, or the Ombuds Office (for students only) for advice.

If you have concerns that you think might be related to discrimination in your work or learning environment at UBC, your first point of contact is the Human Rights Office within the Equity & Inclusion Office. An advising request can be made via email or via the online advising form.

Learn More and Explore Examples of Discrimination and Harassment