Negotiating power (sexual harassment); faculty-student relationships
TRU’s sexualized violence policy is currently under review. Most universities have clear sexual harassment policies and clear directions about staff-student relationship. We do, however, note that the restrictive character of these policies should not be seen as a reflection of contemporary prurience but a recognition of the abuses of power that often accompany faculty-student relationships. TRU’s policy contains no prohibition on staff-student relationships. TRU’s Respectful Workplace and Harassment Prevention Policy does state that harassment and discrimination are prohibited.
As a basic rule, people in a professional relationship with a disparity of power, such as instructor-student relationships, should avoid romantic or sexual relationships as well as intimate friendships for as long as they are in those professional relationships. This is discussed in training by People and Culture, but is not specified in our sexual violence policy.
Caregiving and family obligations
Departments should attempt to accommodate reasonable requests that facilitate members’ ability to meet family and community obligations and attempt to ensure that the burden of accommodating does not fall on the shoulders of underrepresented groups. Accommodations include scheduling classes and meetings and taking leaves of absence.
For example, attending funerals is a culturally significant event for many groups/communities. Inclusivity requires us to pay attention to ways in which denying a person’s attendance to such activities may cause harm. If we are to be culturally safe, concessions should be made for those whose identities are entwined in community, tradition, and ceremony.
Caregiving, both eldercare and childcare, remains gendered in Canadian society. This gender structure can be particularly complicated and challenging when it intersects with other aspects of identity. Departments should be equally supportive of faculty members of all genders taking on the familial burdens of care (and so help women negotiate sexist societal expectations and help men subvert them). Chairs and affected members are encouraged to navigate these issues with support from the People and Culture Department and the Thompson Rivers University Faculty (TRUFA) Union. As of 2020, TRU has no formal policy on accommodations. This summarizes what should take place: reasonable accommodations with the support of TRUFA and the Department of People and Culture.
None of this precludes requiring department members to do their jobs.