Update on UPEI's Harassment and Discrimination and Sexual Violence policies
The following message was also emailed to UPEI faculty and staff on October 26, 2026.
Dear Members of the UPEI Community,
Recent public discussions about campus safety and institutional accountability across North America have raised important questions about how universities protect their communities.
At UPEI, we remain committed to providing a safe, respectful, and inclusive work and learning environment. We want to update you on our efforts to strengthen the University's policies, explain why the new policies have not yet been implemented, and reaffirm our commitment to moving forward.
Significant progress has been made
Following the release of the University of Prince Edward Island Review (Rubin Thomlinson report), UPEI undertook extensive consultation, including survivor-informed input and an external legal review, to develop a new Harassment and Discrimination Policy, intended to replace the current Fair Treatment Policy, and a revised Sexual Violence Policy.
In March 2026, the Board of Governors endorsed both policies, although final approval and implementation remain outstanding. The UPEI Faculty Association has indicated that the content of the new policies is acceptable.
This represents meaningful progress and reflects the considerable efforts of students, faculty, staff, all unions, and others who contributed to the process. However, the University has not yet been able to implement the policies.
Why have the new policies not yet been implemented?
The remaining issue concerns Article A17.1 of the University's collective agreement with the Faculty Association. This provision requires the Faculty Association's “express written consent” before the existing Fair Treatment Policy can be amended (or replaced).
Although the Faculty Association has indicated its agreement with the content of the new policies, it has not provided the express written consent required to replace the existing policy. This is an important distinction. Agreement with the new policies' content is not the same as consent to their taking effect.
The Association has made its written consent conditional on the University’s additional agreement to incorporate both new policies into the collective agreement and to extend an additional requirement to obtain the Faculty Association’s consent to any future changes to the Sexual Violence Policy. This would give the Faculty Association an ongoing and unique ability to prevent any future amendments unless it agrees with them.
The University's position is that changes to collective agreement provisions should be addressed through collective bargaining, rather than be made a condition of implementing policies designed to protect the entire campus community.
The responsibility for maintaining and updating policies that protect our entire University community should remain within the University's established governance processes, subject to applicable law.
Our responsibility to the entire UPEI community
The University has important responsibilities under Prince Edward Island law to address harassment, discrimination, sexual violence, and workplace safety.
These responsibilities extend beyond any individual employee group. Every member of our campus community deserves to feel safe, supported, and respected, regardless of their role or position.
The Rubin Thomlinson report identified serious shortcomings in UPEI’s institutional culture and systems for addressing harm. The implementation of effective, up-to-date policies is an important part of the University’s response to those findings.
Everyone must be able to raise concerns without fear of retaliation. Reports must be taken seriously while ensuring appropriate confidentiality, dignity, and procedural fairness for everyone involved.
Moving forward
The University is prepared to move forward with the new policies and awaits the Faculty Association's express written consent to replace the Fair Treatment Policy with the new Harassment and Discrimination Policy. We believe implementing these important protections should not depend on securing additional collective bargaining provisions for future policy changes. Those matters can and should be addressed through the established collective bargaining process.
We remain committed to resolving the outstanding issues respectfully and implementing the new policies as soon as possible, while honouring our collective agreement obligations.
In the meantime, UPEI's existing policy protections, reporting processes, and support services remain available.
Community members seeking information or assistance can contact the following UPEI units:
- Human Rights Office
- Sexual Violence Prevention and Response Office
- Student Supports and Services
- Health, Safety, and Environment
- Security Services
For immediate, urgent campus safety concerns, contact Security Services at 902-628-4357, or call 911 in an emergency.
Our commitment is to complete that work, implement effective policies, and ensure that every member of our community can have confidence in the University's processes and protections.
Sincerely,
Jane Ngobia, PhD (she/her)
Vice-President People and Culture
