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At Baycrest, we are committed to providing you with a learning environment where you feel safe, secure and respected. If you have any concerns during your placement, please consider the following actions below so we can address your concerns.

Call 911 or seek immediate assistance from onsite security or other authorities if you are concerned about impending harm to yourself or to others.

Speak with your preceptor/supervisor and your academic institution contact
  • If you are comfortable, we encourage you to address the concern with your preceptor/faculty supervisor.

Speak with your area or professional lead/academic department chief
  • This may include your department education lead or interprofessional practice chief, patient care manager or clinical/student placement coordinator.  

Speak with a member of the Baycrest Academic Education leadership team
  • If you would like to address your concern directly with someone from the Baycrest Academic Education leadership team, please feel free to connect with the Executive Director of Education, Faith Boutcher (FBoutcher@baycrest.org) and/or Executive Vice-President of Education, David Conn (DConn@baycrest.org).  

Anonymous disclosure/reporting 
Using the Online Disclosure Form, you have the option to disclose/report mistreatment anonymously (i.e. without having to reveal your identity), with the understanding that Baycrest’s ability to respond to such disclosures/reports is limited.  When deciding whether to proceed with a review of an anonymous disclosure or report, Baycrest may consider whether the issues underlying the disclosure or report are extreme and cannot be tolerated, and if there is enough information to enable the review.
If the decision is to proceed with an anonymous disclosure or report, you will not be able to participate in the review process or receive information about its outcome. We will also miss out on the opportunity to provide support.

The alternative is that you can always come forward in person to discuss or debrief what has happened, but request to stay anonymous moving forward.

We may include anonymous discussions, disclosures, and reports in our Annual Report to promote transparency and accountability. However, we will continue to protect your anonymity by avoiding the use of your name or any other information that may identify you.

Please note: Depending on the nature of your concern, your academic institution or other hospital-based leaders may become involved in your case. This will not affect the outcome of your placement/clinical rotation evaluation.


Related Policies and Procedures:
  • What is mistreatment?
    Mistreatment is generally defined within the education context as intentional or unintentional behaviour that shows disrespect for the dignity of others. Mistreatment can involve a single incident or a pattern of behaviour and can range from subtle gestures and/or comments to extreme actions that cannot be tolerated. Any behaviour involving the mistreatment of another person has a negative effect on the learning environment.
    Mistreatment includes “micro-aggressions,” which are often unintentional but experienced as a pattern of snubs, slights, put-downs and gestures that demean or humiliate individuals based on their belonging to a group, especially those identified by gender, race/ethnicity, sexual orientation, immigration status and/or socioeconomic class.

    Baycrest is committed to providing a safe environment in which all employees, physicians, learners, volunteers and contractors are treated with dignity and respect. Any form of harassment and discrimination in the workplace will not be tolerated. We recognize that everyone has the right to a workplace free from harassment, including sexual harassment, discrimination, bullying and violence, in compliance with the Ontario Human Rights Code and the Ontario Occupational Health and Safety Act.

    Our team is here to listen, support and guide those who have experienced or witnessed such incidents.
  • Categories and examples of mistreatment
    Mistreatment can be categorized in many ways.

    Below are just a few examples of behaviours that may be considered mistreatment. If you are unsure, we encourage you to get in touch through the disclosure form.

    Unprofessional behaviour (selected examples):
    • Public humiliation
    • Being subjected to outbursts of anger (e.g. shouting, throwing objects)
    • Being subjected to unhelpful, negative comments about the character of another physician / health professional / learner
    • Being subjected to reprisal or a threat of reprisal (punishment) for bringing a concern forward, where the reprisal is made or threatened by a person who has the power to impact the opportunities you have in your placement.

    Discrimination and discriminatory harassment (selected examples):
    • Being subjected to offensive remarks/being called names related to or based on any of the protected grounds identified in the Ontario Human Rights Code (for example, gender, race/ethnicity, etc.)
    • Being denied opportunities for training or rewards based on any of the protected grounds identified in the Ontario Human Rights Code
    • Receiving lower evaluations/grades based on any of the protected grounds identified in the Ontario Human Rights Code
    • Being subjected to reprisal or threat of reprisal (punishment) for bringing a Human Rights concern forward, where the reprisal is made or threatened by a person who has the power to impact the opportunities you have in your placement.

    Sexual violence and sexual harassment (selected examples):
    • Being sexually solicited or subjected to an advance by a person who has the power to impact the opportunities you have in your placement, where the person making the solicitation or advance knows or should know that it is unwelcome.
    • Being subjected to reprisal or a threat of reprisal (punishment) for the rejection of a sexual solicitation or advance, where the reprisal is made or threatened by a person in a position to give or deny a benefit or advancement.
    • Being subjected to sexist remarks/names.
    • Being subjected to sex-related comments about physical appearance or actions.
  • The distinction between discussing, disclosing and reporting
    Discussing

    Discussing is when you meet with a designated program leader to talk about, debrief or unpack an incident or experience. If you are comfortable, this could include your preceptor or supervisor; your area or professional lead (such as education lead, chief, manager, practice leader or clinical coordinator); or a designated hospital leader.


    Disclosing

    Disclosing is when you give information about the behaviour of an individual to the hospital (a designated hospital leader) to seek information about your options, including for safety, support or accommodations.
    Anonymous disclosures: If the decision is to proceed with an anonymous disclosure or report, you will not be able to participate in the review process or receive information about its outcome.

    Reporting

    Reporting is when information about an individual’s conduct is given with the intent that the hospital formally reviews and potentially acts upon the information.

    The decision to disclose and the decision to report are separate decisions made by the student, except in cases where Baycrest is required to take steps, including out of health or safety concerns, as required by law or Hospital policy.
  • Confidentiality and anonymous disclosures/reports
    Anyone who is involved in this process will keep the information you share with them confidential, as much as possible. Only people who need to be involved to review the incident, to respond or to provide personal support will be informed. If you identify yourself but do not wish to be named to the person who caused the incident, please note:
    • In some cases, Baycrest may need to disclose your identity for regulatory or legal reasons. For example, if there is a risk to yourself or others, violence against someone aged less than 16 years or sexual violence by a regulated healthcare professional.
    • It may be possible for the person to identify you based on the description of the incident(s).
    • The person may have a limited ability to respond to an unidentified or anonymous disclosure or report.
    • Baycrest may not be able to do a complete review if the person has not had a chance to respond to the disclosure or report.
    • Baycrest may be limited in the ways it can address the incident with the person and prevent it from happening again.