Research

Research at ECU

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Research

Research at ECU

CRC EDI Action Plan

In 2022, Emily Carr University engaged Inclusive Excellence Strategy Solutions Inc. to review our Canada Research Chairs (CRC) recruitment process. The goal: identify potential barriers and support ECU’s efforts to meet and exceed CRC equity, diversity and inclusion (EDI) requirements. The resulting action plan builds on that report, with further input from ECU staff. 

Our CRC EDI Action Plan aims to increase transparency in how Chairs are allocated, selected and renewed—especially for members of the four designated groups (FDGs): 

  • Racialized individuals 
  • Indigenous Peoples 
  • Persons with disabilities 
  • Women and gender equity–seeking groups 

The plan supports our ability to attract, retain and advance CRCs from FDGs, while aligning with both our Strategic Research Plan and broader institutional EDI goals. 

This document will continue to evolve over time in response to guidance from the Tri-agency Institutional Programs Secretariat (TIPS) and the CRC Program. 

Note: This plan was published in July 2024 and has not yet been reviewed by TIPS or the CRC Program. It may be subject to change. 

Focus Areas for Improvement 

Interviews and consultations identified the following broad areas for improvement, which form the foundation for establishing future goals and objectives: 

  • Increased clarity and transparency around the nomination process — including who is involved in decision-making and how those decisions are documented. 
  • Greater consistency and rigor in how nominees are evaluated, with stronger alignment to ECUAD’s faculty hiring process, as outlined in the Collective Agreement Between Emily Carr University of Art + Design and the Emily Carr Faculty Association. 
  • Structural implementation of best practices for hiring and retaining CRCs from the four designated groups (FDGs). As part of standardizing the CRC nomination process, the CRC program recommends practices proven to support greater diversity in hiring. 
CRC Equity Targets

The Canada Research Chairs (CRC) program sets equity targets for each participating institution. 

Emily Carr University currently holds an allocation of four CRCs, which are used to attract and retain internationally recognized leaders in art, design and research. 

As of 2024, ECU meets the current CRC-mandated equity target: 50% of active CRCs must be women or from gender equity–seeking groups. 

As a signatory to the Dimensions Charter and in recognition of systemic gender gaps in national CRC allocations, ECU is committed to continuous improvement. We will continue to refine our recruitment and retention practices with the goal of exceeding our equity targets and increasing representation from all federally designated groups (FDGs). 

Accountability Leads 

Accountability Leads are responsible for implementing the goals and protocols outlined in the CRC EDI Action Plan. 

They either carry out specific tasks directly or delegate projects to other university units as needed. In this role, Accountability Leads monitor progress, identify challenges and provide updates to the university community engaged in the CRC process. 

They also adapt strategies as necessary to ensure alignment with broader institutional goals and to promote a culture of accountability. 

By leading with transparency and responsibility, Accountability Leads play a key role in advancing EDI efforts and helping ECU meet—and exceed—CRC protocols. 

Goals + Objectives 

This plan outlines 10 key goals and objectives, informed by the Canada Research Chairs (CRC) program’s recommended “promising practices” for advancing equity in hiring. 

The actions are grouped by timeline: 

  • 7 short-term actions for immediate implementation in current and upcoming CRC postings 
  • 2 medium-term actions requiring further development, consultation and approvals 
  • 1 long-term action focused on building and sustaining meaningful relationships with Indigenous communities 

Each goal includes assigned Accountability Leads, along with related actions, protocols and measurable indicators. 

The CRC Best Practices Guide is referenced throughout, with additional sources cited where applicable. 

Goals + Objectives Timelines

Short-Term
Determine an EDI officer (or a committee member that is an institutional official identified as the EDI champion) before starting the CRC search process.

Pathways:

  • Collaborate between HR and Research to appoint the EDI champion for CRC search committee

Accountability Lead:

  • HR, AVP Research
Ensure the CRC Research Theme is in alignment with decolonization aspirations of the university that is framed in both ECU’s Strategic Plan as well as Strategic Research Plan.

Pathways:

  • Consult with Indigenous faculty and researchers along with the Strategic Research Plan and ECU’s EDI priorities to ensure the selected CRC research theme advances decolonization.

Accountability Lead:

  • VP-Academic + Provost, AGP, AVP Research, EDI Champion
Use an EDI lens to form the CRC Hiring Committee and job post.

Pathways:

  • Per the CRC guidelines, ensure that the Hiring Committee includes a minimum of one individual from one of the four designated groups per required by the CRC Program and endeavour to increase representation wherever possible on hiring committees.
  • For EDI training, ensure fundamental training is completed such as unconscious bias or key terms in EDI and aim to move towards learning on active listening and communication, providing and accepting feedback, allyship, etc.

Accountability Lead:

  • EDI Champion, AVP Research, HR
Diversify the applicant pool.

Pathways:

  • Utilize the CRC guidelines in the use of inclusive, unbiased, ungendered language, to update CRC postings
  • Ensure the self-ID data collection protocols follow meaningful practices, privacy and confidentiality protocols in alignment with broader EDI data collection practices followed in ECU
  • Clearly communicate why self-ID data collection is important in the job post
  • Consult with community members to expand the list of offline and online sites and networks that the job post could be circulated.
  • Advertise the job post in a variety of sites and networks to increase visibility
  • Host info sessions for the position (in a hybrid setting, recorded and uploaded to the website)

Accountability Lead:

  • HR, AVP Research, EDI Champion
Engage the Hiring Committee in the use of an evaluation matrix.

Pathways:

  • Set up meeting for discussing the evaluation matrix with the Hiring Committee before the interviews
  • Ensure that the Hiring Committee submits scores before discussing a candidate

Accountability Leads:

  • AVP Research, EDI Champion, Hiring Committee
Provide necessary support for the short-listed candidates and later nominees.

Pathways:

  • Schedule Q&A hour with short-listed candidates to support them before the interview process
  • Provide the short-listed candidates with interview questions beforehand

Accountability Lead:

  • HR, AVP Research, EDI Champion
Support the nominees on the CRC nomination submission process.

Pathways:

  • Provide a comprehensive guidance to the nominee on their nomination submission process.
  • Schedule office hours, on-demand support and recurring meetings with the nominees.

Accountability Lead:

  • AVP Research, EDI Champion
Medium-Term
Establish a roadmap to structurally improve the CRC nomination search and application period.

Pathways:

  • Develop and implement a CRC posting template with considerations for inclusive language and accessibility
  • Increase applicant pool through diversifying the channels for job advertisement
  • Create a curriculum for EDI training for the hiring committee including both key concepts and ways of active communication
  • Develop guidelines for preparing nominees for the application
  • Check-in with nominee regularly throughout the application process

Accountability Lead:

  • AVP Research, EDI Champion, HR
Foster a supportive work and research environment for the CRC to increase retention.

Pathways:

  • Informing the chairholder about possible professional development opportunities, research networks and similar support systems available for them.
  • Supporting the chairholder with community connections and engagements such as research talks, studio visits, guest speaker or panel appearances, etc.
  • Informing the chairholder about renewal process in a timely manner so they can start preparing earlier, providing them with necessary admin support for the renewal
  • Establishing a standard protocol of transitioning from the CRC role to regular faculty, especially to set clear expectations on what teaching load will look like
  • Conducting exit interviews with the CRCs that are transitioning to a faculty role and utilizing their insights to improve the program

Accountability Lead:

  • VP Academic + Provost, HR, AVP Research, EDI Champion
Long-Term
Create active and culturally appropriate consultation with host nations to ensure our CRC program supports Indigenous research and community-needs.

Pathways:

  • Work with ECU leadership and staff to develop pathways for consultation on research and CRC program
  • Develop opportunities to share ECU’s research priorities and CRC plans with host nations community members and representatives through culturally relevant relationship-building and information sharing
  • Catalyze ongoing relations local Indigenous talent and researchers to inform the CRC process

Accountability Lead:

  • President, AVP Research