At Baycrest, we are committed to providing a learning environment where you feel safe, secure and respected.

How to report mistreatment

If you experience mistreatment, harassment or unsafe situations during your placement, here’s what you can do.

Call for immediate assistance

Call 911 or contact onsite security (ext. 5555) if there is immediate danger to yourself or others.

Talk to your preceptor/supervisor or academic institution contact

We encourage you to speak with your preceptor or faculty supervisor, if you feel comfortable doing so.

• University of Toronto learners can refer to Temerty Faculty of Medicine guidelines for reporting learner mistreatment which includes options for anonymous reporting.
• Research trainees can contact their research supervisor or co-leads of the Research Training Centre (Rosanne Aleong, Rosanna Olsen), Vice President, Scientific Affairs (Lei Wang) or Vice President of Administration and Operations (Jean Lazarus).

Speak with your department leader

You can talk to your department’s education lead, interprofessional practice chief, patient care manager or placement coordinator.

Contact the Baycrest Academic Education leadership

• Interim Vice President of Education, Faith Boutcher.

Report anonymously

Use the online disclosure form to report mistreatment without revealing your identity. Please note the following limitations of anonymous reporting:

• Before reviewing an anonymous disclosure or report, Baycrest will consider if the issue is extreme and if there is enough information to act.
• If we proceed, you cannot participate in the review or receive updates on the outcome.
• We also cannot provide ongoing support.

As an alternative, you can choose to come forward in person to discuss what has happened and still request to remain anonymous going forward.

Anonymous reports may be included in our annual report for transparency and accountability. However, your identity will always be protected, and no names or identifying details will be shared.

Confidentiality

Information will be kept confidential as much as possible. Only people involved in reviewing or responding to the incident will be informed. If you identify yourself but do not want the person involved to know who reported it, please note:

• In some cases, Baycrest may need to disclose your identity for regulatory or legal reasons. For example, if there is a risk of harm to yourself or others, in cases of violence involving someone under 16 or sexual violence by a regulated professional.
• The person involved might be able to identify you based on the details of the incident.
• The person involved may have limited ability to respond if the disclosure or report is anonymous or if your identity is not shared.
• If the person has not been able to respond to the disclosure, Baycrest may not be able to complete a full review or fully prevent the issue from happening again.

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 or clinical rotation evaluation.

What is mistreatment?

We define mistreatment as any behaviour (both intentional or unintentional) that shows disrespect for the dignity of others. It can happen once or as a pattern of behaviour. Mistreatment can range from subtle comments or gestures to more extreme actions that are never acceptable.

Mistreatment also includes microaggressions which are small but repeated slights, put-downs or actions that can make someone feel unwelcome or devalued because of their:

• Gender
• Race or ethnicity
• Sexual orientation
• Immigration status
• Socio-economic background

At Baycrest, we are committed to providing a safe and respectful environment for everyone, including employees, physicians, learners, volunteers and contractors. Harassment, discrimination, bullying, sexual harassment and violence will not be tolerated.

We follow the Ontario Human Rights Code and the Occupational Health and Safety Act to make sure everyone has the right to work and learn in a respectful environment.

Our team is here to listen, support and guide anyone who has experienced or witnessed mistreatment.

Categories and examples of mistreatment

Mistreatment can take many forms. Here are some examples:

Unprofessional behaviour

• Public humiliation
• Outbursts of anger (e.g., shouting, throwing objects)
• Negative or unhelpful comments about a colleague or learner’s character
• Threatening punishing consequences for bringing forward a concern

Discrimination and discriminatory harassment

• Offensive remarks or name-calling based on any of the protected grounds under the Ontario Human Rights Code, such as gender, race or ethnicity
• Denial of training or opportunities based on protected grounds under the Ontario Human Rights Code
• Lower evaluations or grades based on protected grounds under the Ontario Human Rights Code
• Threatening punishing consequences for raising a Human Rights concern

Sexual violence and sexual harassment

• Unwanted sexual advances or solicitations, especially from someone with authority or influence
• Threatening punishing consequences for rejecting a sexual advance
• Sexist remarks or name-calling
• Sex-related comments about physical appearance or actions

Discussing, disclosing and reporting

Discussing
Discussing mistreatment involves talking about or reviewing an incident or experience with a trusted program or hospital leader. This could include your preceptor or supervisor, education lead, manager or another designated leader.

Disclosing
Disclosing mistreatment involves sharing information about someone’s behaviour with a designated hospital leader to learn about your options. You may want to get support, protect your safety or receive accommodation.

Note that if you choose to remain anonymous and the hospital decides to review your disclosure, you will not be able to take part in the process or receive updates on the outcome.

Reporting
Reporting mistreatment involves providing information about someone’s conduct with the intention that the hospital formally review and act if needed.

You can decide whether to disclose or report an incident. However, in some situations Baycrest may be obligated to take further action, such as when there are concerns about safety or when required by law or hospital policy.