Canada Research Chairs EDI Action Plan
In 2022, Emily Carr University of Art + Design engaged Inclusive Excellence Strategy Solutions Inc. to conduct a review of the CRC recruitment pathway to find potential barriers and support ECU’s aspiration to meet and exceed the CRC program requirements around equity, diversity and inclusion (EDI). A report was prepared that was expanded upon by ECU staff and the resulting action plan is a follow-up to that process.
Our CRC EDI Action Plan aims to enhance transparency in the allocation, selection, and renewal procedures for chairholders among the members of the four designated groups (FDGs):
- racialized individuals
- Indigenous Peoples
- persons with disabilities
- women and gender equity-seeking groups
This plan will ensure that we are able to attract and retain CRCs from FDGs and support the career growth of our current and future CRCs by aligning with our institutional Strategic Research Plan and responding to the institution’s broader EDI priorities and action.
Over time this plan will continue to be updated and evolved following the Tri-agency Institutional Programs Secretariat (TIPS) and Canada Research Chairs Program’s recommendations on EDI requirements and practices.
Please note: this plan was published in July 2024 and has not yet been reviewed by the Tri-agency Institutional Programs Secretariat or Canada Research Chairs Program and may be subject to further changes.
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Focus Areas for Improvement
Interviews and consultation highlighted the following general areas for improvement that must serve as the foundation for establishing goals and objectives.
- Greater clarity and/or transparency to the nomination process, who is engaged in making decisions around nominees, and records of how these decisions are made.
- Greater consistency and rigor to how nominees are determined and evaluated, and stronger alignment with ECUAD’s faculty hiring process, as outlined in the Collective Agreement Between the Emily Carr University of Art and Design and The Emily Carr University of Art and Design Faculty Association.
- Structural implementation of the best practices for hiring and retention of CRCs from the FDGs. As part of the standardization of the CRC nominations process, the CRC has recommended the use of best practices that are well-known to support the hiring of greater diversity.
CRC Equity Targets
The CRC program provides every participating institution with equity targets for CRCs that must be achieved.
ECU currently has an allocation of four CRCs that are used to attract and retain researchers who are recognized internationally as leaders in their field.
As of 2024, ECU meets our current CRC-mandated Equity Target, which is 50% of active CRCs to be women or from a gender-equity seeking group.
However, as a signatory to the Dimensions Charter and in order to address the systemic gender gap in the national allocation of research chairs and to support excellent researchers from all equity-denied groups, ECU will continue to refine recruitment and retention processes and best practices with an aim to exceed our equity targets by recruiting new candidates from FDGs.
Accountability Leads
Accountability Leads are the people who are responsible for the implementation of goals and protocols that are mapped out in the plan.
They either carry out tasks to achieve the goals or assign the plans and projects to other units of the university as needed. The Accountability Leads will be responsible for monitoring progress, identifying challenges, and communicating updates to the university community involved with the CRC process.
Additionally, they adjust strategies as needed to align with broader organizational objectives and promote a culture of accountability.
The Accountability Leads play a vital role in driving EDI goals by meeting and exceeding the protocols and fostering transparency and responsibility among team members.
Pathways: Actions, Protocols and Indicators
The actions, protocols, and indicators included with the Goals and Objectives serve as a pathway to facilitate and observe progress. Each goal is explored further with a pathway to achievement that provide the accountability leads with a starting point to work towards the goals.
In some instances, these pathways serve as foundations upon which progress can be built, but it is essential to emphasize that these protocols are not the endpoint themselves. Rather, the pathways are meant to be spaces for iterative and ongoing improvement to support an accessible, equitable, and fair CRC recruitment and nomination process.
While they offer a structured approach and measurable indicators to gauge advancement, it is crucial for accountability leads to aspire to exceed these baselines.
Goals and Objectives
This plan consists of 10 next goals/objectives, separated into the recommended immediate or short-term actions, taking into consideration the “promising practices” that the CRC has identified as effective in achieving equity in hiring. This is followed by medium-term actions likely to require more time for development, consultation, and approvals.
- 7 Short-Term Actions for immediate implementation in current and upcoming CRC postings
- 2 Medium-Term Actions for continued and iterative implementation
- 1 Long-term Action for ensuring sustainable connection with Indigenous communities
These actions include Accountability Leads and a series of associated actions, protocols, and indicators, which are defined below.
The Canada Research Chair Best Practices Guide is referenced throughout; any other references are specifically noted.