Human Rights Day: Get to Know UBC Okanagan's Human Rights Advisor

For International Human Rights Day on December 10th, Libby Zeleke explains her role at UBC, reflects on the UN’s theme of equality and shares her favourite resources.

Can you talk a little bit about your role?

In my role, as a member of the Equity & Inclusion Office, I fulfill a dual mandate under the UBC Discrimination Policy and the UBC Sexual Misconduct and Sexualized Violence Policy.

I advise students, staff and faculty at the Okanagan campus who have human rights-related discrimination and harassment concerns. In responding to concerns, I often work with Administrative Heads of Unit to consult and informally resolve a range of issues. I also have a role in initiating formal complaints where appropriate and providing education and guidance on the interpretation and application of the Policy.

In my role as a Respondent Support Advisor, I work with campus partners to ensure members of the UBC community who are responding to complaints of sexual misconduct have information about their rights and responsibilities, the investigation process, procedural fairness along with available supports and resources.

What made you decide you wanted to do this kind of work?

For many years, I have been involved in scholarship, creative work and with community and social justice groups — all of which have demonstrated to me the ever-evolving and transformative potential of human rights.

In recent decades, this rich history has included unprecedented shifts in law and policy. For instance, I have directly participated in changes that led from a traditional, medical model of disability to one incorporating principles of accessibility and inclusion. I have also seen many changes in understanding individual rights through to more complex, systemic dimensions of discrimination and collective rights. These are only a few of the inspiring shifts that have come about because of individuals and communities — people who believed they were treated differently and advocated to eliminate unjust and persistent patterns of inequality.

I believe that at the heart of the work of human rights are individuals and groups who have rethought and re-envisioned social and cultural arrangements to make them more accessible and meaningful. I am grateful for the many contributions of these advocates and scholars who have dedicated their lives and careers to this work.

What has shaped your philosophy around human rights?

My work in human rights is very much informed by critical social justice and decolonization frameworks.

Universities are uniquely positioned to co-create transformative spaces for reimagining human rights and for engaging in institutional change and reflection. This includes the ongoing work of understanding the histories of discrimination and colonization and its continued impacts into the present.

It also means forging new ways for thinking about rights with communities that reflect our issues and aspirations.

Can you recommend some resources, such as books or films about human rights?

There are so many great resources that examine the complex histories of discrimination, racism and colonization. The previous Senior Advisor to the Provost on racialized faculty, Dr. Minell Mahtani, hosted the Ignite Book Club and invited some amazing authors to UBC — David Chariandry, author of I’ve Been Meaning to Tell You: A Letter to My Daughter; Jenny Hiejun Wills who wrote Older Sister. Not Necessarily Related: A Memoir; and Desmond Cole, The Skin We’re In: A Year of Black Resistance and Power. Some of the books I’m currently reading are written by UBC faculty: This Wound is a World by Billy-Ray Belcourt, and Five Little Indians by Michelle Good.

The Equity & Inclusion Office has a media library including webcasts and podcasts here. There are also many excellent films and documentaries available on-line. While this is of course, an incomplete list, some of the films in my current library include: Black Mother, Black Daughter; the Ninth Floor; Kanehsatake: 270 Years of Resistance; Long Time Comin’; and Forbidden Love.

What’s one thing you’d like students to know about their rights at UBCO?

All students at UBCO are encouraged to contact me directly if they have questions or concerns related to discrimination whether it’s an informal conversation or a formal complaint.

I appreciate that students may face many barriers when dealing with their concerns of harassment and discrimination. It may be difficult to know where to find support and what recourse is available. Students may feel alone and uncertain about whether their situation falls within UBC Discrimination Policy and process. It may not always be clear what constitutes discrimination or what steps students can take to address complaints.

Through informal consultation in a confidential and supportive environment, I work with students to respond to inquiries, clarify the Policy and discuss potential options to resolve and address their concerns. I also work to support and advise students who have formal complaints of sexual misconduct filed against them or who believe they may be a named party to a complaint.

Can you reflect a bit on what the UN International Human Rights Day’s theme of Equality means to you?

The 2021 UN Theme refers to Article 1 of the Universal Declaration: “All human beings are born free and equal in dignity and rights.” This theme is especially poignant given health and other disparities revealed by the COVID-19 pandemic and ongoing environmental disasters that continue to have profound impact on us all. Considering these events, and in preparation for “recovery”— the UN theme calls for a recommitment to a compassionate human-rights based response — one where power and resources are more equally shared and distributed, and where everyone has the right to safe and healthy environments. Amid growing inequity, oppression, and violence, it is even more critical that we work together to set a path grounded in equality that invites meaningful participation of those most impacted.

The BC Vaccine Card currently discloses a person’s legal name. For many trans, Two-Spirit, and non-binary people, legal name disclosure raises fears of being outed, confronted, or referred to by a name and/or pronouns that do not reflect their identity.  

The BC Vaccine Card is managed and issued by the government of British Columbia. The government is working to resolve the issue of legal name exposure, which is well known as a safety and human rights issue; however, a resolution will take time. As a result, we are publishing the following information as an advisory to the UBC community in order to reduce potential harm that may occur as a result of legal name disclosure. 

Two-Spirit, trans, and non-binary people have the right to be referred to by their correct name and pronouns, and to not be outed. These rights persist even if they have not legally changed their name.  

Recommendations for trans, Two-Spirit, and non-binary people

If you have not changed your legal name 

It may be helpful to ensure your photo ID accurately reflects your current appearance. You can update your photo ID at an ICBC driver licensing office.  

You can also ask for a “carry letter” from your doctor or counsellor. This is a letter that confirms your chosen name and pronouns and indicates that you are not attempting to perpetrate fraud by using a name and pronouns not reflected on your government-issued identification. Trans Care BC has created a template document accessible by searching “carry letter” on their site. 

If you would like to change your name, follow the Trans Care BC guide on changing your name and/or gender markers. 

If you have changed your legal name 

The BC Vaccine Card may not display your updated legal name. To resolve this issue:  

• Re-generate your card. This may automatically update your name.  
• If your re-generated card does not update your name, call the BC Immunization Line at 1-833-838-2323. They will help you update your information. 

Recommendations around vaccine verification best practices

Recommendations around vaccine verification best practices

When verifying vaccine status, the following best practices can minimize harm to trans, Two-Spirit, and non-binary people:  

1. Ensure that the person verifying vaccine status is trained in confidentiality practices and is familiar with practices towards   safety, respect and inclusion of Two-Spirit, trans, and non-binary community members. 

           a. Do not comment on legal name where it is different from the chosen name.

           b. If more detailed conversation is required to verify vaccine status, move to a private location. 

           c. Do not disclose legal name information to anyone.  

           d. Ensure familiarity with carry letter format and content.  

2. Whenever possible, confirm vaccine status once and retain a record rather than checking repeatedly. 

Research reports published on Equity, Diversity & Inclusion in the Canada Research Chair Program 

The Equity & Inclusion Office in partnership with the UBC Vancouver Office of the Provost published two reports examining equity, diversity and inclusion for Canada Research Chairs (CRCs). These reports are a part of UBC’s CRC Equity, Diversity and Inclusion Action Plan and focus on two actions within that plan:

1. Addressing underrepresentation of persons with disabilities; and

2. Creating more equitable experiences for current and future chairholders at UBC.

Equitable Research Productivity Assessments 

The Equitable Research Productivity Assessments report examines the issues arising in hiring, retaining, and supporting scholars with disabilities into Canada Research Chairs and throughout academia, and provides some possible the solutions to these issues. The report highlights the systemic barriers, the bias, and the discrimination faced by disabled scholars. It discusses institutional ableism — for example, the report identifies how accommodations for disabilities can often be an afterthought, and the ways in which disabled people have to spend extra time and energy navigating spaces that aren’t accessible. It also expresses concerns about how the language used in hiring and selection processes can be discriminatory and overly medicalized.

The report calls for changes to the criteria for assessing scholarly activity and research productivity to recognize and celebrate excellent research contributions from a wider range of perspectives. Other recommendations include being more proactive about creating accessibility, educating staff and faculty, supporting the visibility of people with disabilities, and including people with disabilities on selection committees.

UBC’s Focus on Equity in Canada Research Chair Experiences 

UBC’s Focus on Equity in Canada Research Chair Experiences is a qualitative research report regarding barriers and inequities in UBC’s program for CRCs. Research findings shared in the report show that institutional and, more specifically, departmental environments play a critical role in shaping experiences and success of a chairholder.

To address these obstacles, the report recommends mentorship, networking opportunities, equitable negotiations and program transparency, as well as more support for chairholders and greater recognition of their achievements from within UBC and through the Canada Research Chair’s national program. These measures, it is argued, would create a more equitable environment and help all Canada Research Chairholders reach their full potential.

You can read the full reports and more about UBC’s Canada Research Chairs commitment to Equity, Diversity and Inclusion here.