Why be know - UGME | Faculty of Medicine

The same high standards of professionalism are expected of all its members. It is the duty of all members to be committed to uphold the highest standards of ethical and professional behaviour consistent with the values of the University of Ottawa and with the values of the medical profession as exemplified in the Code of Ethics of the Canadian Medical Association*.

These standards are published in Policies and Procedures

The Faculty of Medicine has a ZERO tolerance for mistreatment of any form. But it can only act if inappropriate behaviors are reported back to the medical school. The purpose of this website is to provide all users with the necessary information to ‘Be in the know’:

Know the difference: teaching or mistreating
Know where to get help
Know how to report
Know next steps

Let’s work together to stop the cycle of mistreatment.

University of Ottawa Policies

As members of the University, the Faculty of Medicine adheres to policies related to discrimination and harassment (67a) and sexual harassment (67) which can be found, along with all policies, on the University of Ottawa main Regulations, Policies, and Procedures site.

Prevention of harassment and discrimination (Policy 67a)
Sexual harassment (Policy 67)

Policies 67 & 67a provide the following definition of sexual harassment:
- unwanted sexual attention from a person who knows or ought reasonably to know that such attention is unwanted; or
- implied or expressed promise of reward for complying with a sexually-oriented request; or
- implied or expressed threat of reprisal or actual reprisal for refusal to comply with a sexually oriented request: or
- a sexual relationship which constitutes an abuse of power in a relationship of trust; or
- sexually oriented remarks or behaviour which may reasonably be perceived to create a negative psychological and emotional environment for work and study.
Procedure of complaints and harassment and discrimination for students (Procedure 36-1)

“The filing of a complaint of sexual harassment is the right of every member of the University community and may be exercised without fear of reprisal or threat thereof. In addition, the mere fact that a complaint has been filed against an individual does not, in and of itself, constitute grounds for disciplinary action against that individual.”

Policy 67, article 32
(Sexual harassment and Rights of complainant and of respondent)

It is of note that, in accordance with university policies, all complaints of harassment or discrimination are treated in a confidential way according to the Freedom of Information and Protection of Privacy Act (FIPPA).

It is important to be reminded that everyone involved in an investigation of harassment or discrimination must keep the matter confidential, in order to protect the rights of people involved in the allegation and maintain integrity of the process.

Know

Know the Difference: Teaching or Mistreating

Mistreatment occurs when behavior shows disrespect for the dignity of others and unreasonably interferes with the learning process. Examples of mistreatment include sexual harassment; discrimination or harassment based on race, religion, ethnicity, gender, or sexual orientation; humiliation, psychological or physical punishment; and the use of grading and other forms of assessment in a punitive manner.

The occurrence, either intentional or unintentional, of such incidents results in a disruption of the spirit of learning and a breach in the integrity and trust between teacher and learner.

		Not Mistreatment	Mistreatment
M	Malicious Intent	On the first day of third year, the ward clerk says to the students, “I can tell you guys are newbies,” then offers to help the students find a computer station.	Resident purposely gives student misinformation before rounds. Student overhears resident laughing about messing him over.
I	Intimidation on Purpose	Student working with the chairman of surgery says he feels nervous about operating with him since the chairman can "make or break" his career.	Resident tells a student that they intend to make them cry before the rotation is over.
S	Sexual harassment	Male student asked not to go into a room because a female patient only wants a female to examine her.	Student subjected to offensive sexist remarks or names.
T	Threatening verbal or physical behaviour	A student is yelled at to "get out of the way" by a nurse as a patient is about to be shocked during resuscitation.	An attending grabs the student's finger with a clamp OR tells them they are an "idiot" after they could not answer a question.
R	Racism or excessive discrimination	Attending gives student feedback on how to improve performance.	Student subjected to racist or ethically offensive remarks or names.
E	Excessive or unrealistic expectations	Student is asked by an attending to review an article and present it on rounds to the team.	A resident tells a student that it is their job to perform rectal exams (necessary or not) on all the patients admitted to the service.
A	Abusive favors	A student is asked to get coffee for themselves and for the team prior to rounds since the resident did it yesterday. The team gives the student money.	A student is asked to pick up an attending’s dry cleaning.
T	Trading for grades	A resident tells a student that they can review and present a topic to the team as a way to enhance their grade.	A student is told that if they help a resident move that they will get honors.

Why Be in The Know

University of Ottawa Policies

Policy 67, article 32 (Sexual harassment and Rights of complainant and of respondent)

Know

Know Where to Get Help arrow_drop_down

Know How to Report arrow_drop_down

Know the Difference: Teaching or Mistreating

Policy 67, article 32
(Sexual harassment and Rights of complainant and of respondent)