June 10, 2026 | Update on the investigation into bullying and harassment in the DHAS Thrift Shop
The Board of Directors is prepared to share additional information about the report on the investigation into the working climate in the Thrift Shop. The Board is unable to release the full report, as to disclose names, incidents, or recommendations that pertain to specific people would be illegal and would put the Society at risk. Under BC’s Personal Information Protection Act (PIPA), confidential investigation reports are treated as personal information and are therefore subject to strict collection, use, and disclosure rules.
Who conducted the investigation?
The Board contracted with Crowflight Consulting HR Services to conduct the investigation into what we thought was potentially a hostile workplace culture. Crowflight Consulting is a well-established and highly respected human resource consulting firm. The investigation was independent, meaning that the Board did not guide the inquiry. Greg Miller, the Principal of Crowflight Consulting, made himself available to meet with as many DHAS people as wished to speak with him.
Outcomes of the investigation
The report confirms that the Thrift Shop work environment is such that a reasonable person would find it hostile or oppressive for some workers.
Core findings of the report
Finding 1
The outcome reveals a deep-seated rejection of the Board’s authority by many volunteers. The report notes that this resulted in member hostility toward management, paid staff and the Board.
Finding 2
A second finding is that many volunteers believe that their status as volunteers means they do not have to comply with workplace behaviours that would be expected and required anywhere else in British Columbia. Behaviours such as communication boycotts and policy pushback are examples of this finding.
Finding 3
The Thrift Shop environment tolerates acute psychological harm, overt harassment, and discriminatory behavior. Cited behaviours include targeted bullying, identity-based harassment, public humiliation, and slander.
Finding 4
The report has found that there were workplace threats and insubordination. These behaviours included ignoring policies and passive-aggressive resistance to direction. More extreme examples include threats of violence and verbal abuse.
Does the Board accept these findings?
We recognize that many volunteers may not have heard or been aware of the issues mentioned in the report, particularly if they are not a Thrift Shop volunteer. Nevertheless, based on the number of people who spoke up and the testimony they provided to Greg Miller, the Board has accepted the findings.
What happens next?
This Board is prepared to move forward with the report’s recommendations. Our aim is to support the creation of a kind, caring, and respectful workplace that is effective at meeting its obligations to the Society and to the public on whose donations and goodwill we rely. We want to embrace a stronger future and part of doing that is to confront some difficult realities about the way we’ve been operating.
What is the current Board’s vision for DHAS?
The Board is proud of the long history of this organization. We are proud of what we’ve contributed to the hospital and the community. We are proud of our 300+ volunteers and the countless hours they dedicate to our Auxiliary.
We are not not proud of what we read in Crowflight Consulting’s report. No one in DHAS should be proud of what is in that report.
But we know we can do better.
Creating a better culture is not the responsibility of a few—it belongs to everyone in DHAS. Every conversation, every action, and every decision help shape the environment we share.
If we want future generations to join the Auxiliary, we must create an organization where they feel welcomed, encouraged, and respected. By fostering a culture of safety, inclusion, mentorship, and teamwork, we can build a legacy that will continue to serve our community for years to come.
We are asking DHAS members to move forward with us, with open minds and open hearts. Let DHAS be known not only for the work we do, but for the way we treat one another. By choosing kindness, respect, and unity, DHAS can create an organization that every volunteer is proud to be part of and one that future generations will be excited to join.
Call to action
The public may wonder why the present Board is continuing to pursue the investigation and make plans to carry out the related recommendations. The answer is that we have made a principled decision to take a stand against bullying and harassment in the workplace. However long or short our tenure as a Board is, we have a clear duty and responsibility to act. Whoever the Board may be following Monday’s EGM, the same duty will fall to them.
Regardless of the outcome of the vote, our shared goal should be a safe and well-functioning Auxiliary where everyone feels welcomed and included.
We ask all our volunteers to take time to think through this message and think about what kind of Auxiliary you want to leave for the next generation. We encourage our members to attend the EGM on Monday, June 15 to ensure their voice is heard.