University of Victoria Fires Professor Robert Gifford Over Sexual Harassment Allegations

The University of Victoria (UVic) fired Robert Gifford, a long-serving professor, after an investigation found him guilty of sexually harassing two women, including a graduate student. After an investigation uncovered that the 78-year-old environmental psychologist had repeatedly harmed junior scholars and shown a lack of accountability, the University of Victoria terminated him, ending his 45-year career at the institution where he pioneered his field.

Details of the Allegations

The controversy over Gifford’s firing stems from two incidents. First, in 2018, he emailed a woman he had met as a visiting student and suggested they share a hotel room during a conference. Although she declined, the university later deemed his action inappropriate.

Second, in 2021, Gifford admitted that he told a graduate student he was “attracted to her.” He now acknowledges this was a clear mistake, admitting he misinterpreted the situation but should not have made such a comment to a junior scholar.

The Investigation and Gifford’s Response

Following the investigation into the 2018 hotel room email, Gifford was suspended but was allowed to return to teaching. In December 2023, the university initiated further inquiry into the matter, ultimately leading to Gifford’s dismissal in June 2024.

Gifford expressed his devastation over the decision, stating that he was surprised the 2018 incident resurfaced after he had apologized. He insists that he would have refrained from making the 2021 comment if the 2018 incident had been addressed sooner.

The Union’s Response and Legal Proceedings

Gifford’s faculty association contested his termination, arguing that the employer should have pursued a more lenient punishment due to the lack of progressive discipline. However, the Labour Relations Board (LRB) ruled that the employer conducted the investigation properly and that Gifford’s actions justified the termination.

The union initially attempted to take the case to arbitration, but their request was denied. The LRB rejected Gifford’s application for reconsideration and upheld the university’s decision. Gifford is now considering filing for judicial review in the B.C. Supreme Court, although the financial costs may be a barrier.

University of Victoria’s Statement

In response to the allegations and Gifford’s dismissal, the University of Victoria stated that terminating an employee is a serious decision, reflecting the gravity of the concerns raised. While the university could not comment on the specific allegations due to privacy laws, it emphasized its commitment to fostering an inclusive and respectful environment for all employees, students, and faculty.

UVic reaffirmed its stance, encouraging the community to report employee misconduct. Reporting ensures that the university can properly address any behavior that violates its policies and agreements.

Implications for UVic and the Academic Community

Gifford’s firing raises important questions about power dynamics and the responsibilities of senior scholars within academic institutions. The case highlights the challenges universities face when handling allegations of sexual harassment, particularly involving tenured professors with long-standing careers.

This incident demonstrates a key trend in higher education: universities are acting more decisively to create safe learning environments. By addressing misconduct allegations, they uphold academic integrity and show respect for all individuals.

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• https://www.cbc.ca/news/canada/british-columbia/university-victoria-gifford-sexual-1.7607897
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