麻豆区
To achieve a more equitable, diverse and inclusive research landscape, 麻豆区 administers the Canada Research Chairs program in alignment with the set out by the Federal program.
Our University is firmly committed to equity, diversity听补苍诲 inclusion (EDI) as expressed in our Statement of Mission and Principles.听This overarching commitment is further underscored in听麻豆区's Strategic Academic Plan,听Strategic Research Plan听补苍诲 Equity, Diversity & Inclusion Strategic Plan 2020-2025. These guiding documents听provide a solid foundation for promoting EDI in the Canada Research Chairs Program听补苍诲 across 麻豆区's broader research enterprise.
The 麻豆区 leadership team, the Standing Internal Review Committee (SIRC), and all other academic search committee members receive training about 麻豆区's employment equity context and commitments, while also offering strategies and skills for recruiting a diverse and excellent pool of candidates. Equity sessions at 麻豆区 are also focused on raising awareness about practices that can help identify and address explicit and implicit bias in the review process, and about how to ensure a substantively fair and inclusive search process. Training sessions are accompanied by reading materials, including peer-reviewed literature, that allow members of the 麻豆区 community to explore the research demonstrative of the importance of equity in recruitment, hiring, and retention as a sound practice for enhancing excellence and as an imperative for ensuring substantive fairness in opportunities and outcomes.
Our commitment to and the benefits of EDI are further evidenced by the following:
麻豆区 's听Canada Research Chair Equity, Diversity and Inclusion Action Plan
Effective December 2017, the Canada Research Chairs Program required all institutions with 5 or more chairs to develop their own Equity, Diversity and Inclusion (EDI) Action Plans to ensure that recruitment to CRC positions is undertaken in a manner that provides access to the greatest range of qualified candidates. 麻豆区 fully supports this recruitment strategy, which aligns with the University's cross-cutting institutional objectives, strategies, and management of EDI more broadly. Our plan was developed in consultation with the following stakeholder communities for their feedback:
- President鈥檚 leadership team (P7)
- Vice-President (Research and Innovation) leadership team
- Faculty Deans
- Faculty Associate Deans (Research)
- 麻豆区 CRCs (Tier 1 and Tier 2)
- Equity Team 鈥� Office of the Provost and Executive Vice-President (Academic)
- Joint Board-Senate Committee on Equity
- MAUT
Pursuant to this broad consultation process, 麻豆区鈥檚 CRC EDI Plan was approved by University leadership. Responsibility for oversight and implementation of the Plan rests with the Acting Associate Provost (Academic Policies & Faculty Affairs).
Read The Full Plan Here
Institutional EDI Action Plan Progress Report
Institutions are required to report annually to the CRC program on the progress being made in implementing their EDI Action Plan.
Here is the latest听
EDI Progress Report 2021-22 - 麻豆区
Recruiting, Hiring and Retaining Canada Research Chairs at 麻豆区
麻豆区鈥檚 Canada Research Chair (CRC) jobs are advertised centrally on the Provost鈥檚 website. Consult the list of current and archived ads at听CRC Opportunities.
麻豆区 adheres to the .听
Employment equity objectives and processes are set by 麻豆区's Employment Equity Policy. Pursuant to this policy, the University commits to building an equitable, diverse and inclusive workforce. For more information, please consult the latest听Biennial Report on Employment Equity to 麻豆区 Senate.
All policies and procedures related to the employment of academic staff can be found on the website.
Where applicable 麻豆区 will adhere to the CRC program's . Relevant statements will be posted at on the CRC Opportunities website.
EDI in the Canada Research Chairs Program
The Tri-Agency Institutional Program Secretariat (TIPS) has set a for institutions to establish equity and diversity targets. The program鈥檚 targets are set using an availability approach. Availability is determined by estimating the representation of a designated group within the pool of potential nominees. The percentage of the estimated representation becomes the target to be met. The difference between this target and the percentage of current Chairs who are members of that designated group becomes the equity gap to be addressed.
麻豆区's Equity and Diversity Targets and Gaps as of July 2024 are shown below. Where no gap exists, 麻豆区 currently meets or surpasses the minimally accepted target for a Designated Group. Our听target-setting tool from June 2021 is also available: Equity Target-Setting Tool - June 2021
| Four Designated Groups | December 2025 Target | Representation | Meeting 2025 Target (Y/N) |
|---|---|---|---|
| Indigenous Peoples | 4 | ** | N |
| Persons with Disabilities | 10 | 18 | Y |
| Racialized Individuals | 31 | 52 | Y |
| Women and Gender Equity-Seeking Groups* | 65 | 80 | Y |
*Individuals who self-identify as women, transgender, gender-fluid, nonbinary and Two-Spirit contribute to the program鈥檚 equity targets and are reported in the听听in the category in which they self-identify.
**To protect the privacy of chairholders, numbers less than five and associated percentages have been omitted, in alignment with the Privacy Act.
Monitoring and Reporting EDI Concerns
All members of the University community (including faculty) have access to the services of the Office for Mediation and Reporting听who oversees the Policy on Harassment & Discrimination Prohibited by Law. They can seek her assistance in regard to information that may be needed to determine whether they wish to report an incident of harassment or discrimination.
All members of the University community (including faculty) may turn to the . This is a site of support, information, and accommodation in the event a member of the community experiences an incident of sexual violence, wants to support a survivor, or wishes to work toward the prevention of sexual violence.
All faculty and staff have access to the Employee & Family Assistance Program for supports that may be needed, which operates on a 24-7 basis.
Chairholders may rely on the foregoing policies and processes. In addition, any chairholder may submit, in confidence, a question, concern, or complaint directly to the Director, Equity, Diversity & Inclusion in the Office of the Provost and Executive Vice-President (Academic). Upon receipt of a communication, the Director will consult with the Acting Associate Provost (Academic Policies & Faculty Affairs) to determine how best to address the matter raised.
Allocations
Institutions that have received an average of $100,000 or more from the Canadian Institutes of Health Research (CIHR), the Natural Sciences and Engineering Research Council (NSERC), and the Social Sciences and Humanities Research Council (SSHRC) each year in the three years prior to the year of the allocation are eligible for regular Chairs.
The allocation method for regular Chairs pools together each granting agency's funding for all universities and allocates Chairs based on the portion of the granting agency's funding that each eligible institution has received. The funding received by each eligible university over three years is calculated. The portion of granting agency support that each eligible institution holds in this grand total determines the number of Chairs allocated (i.e., the percentage of funding secured = the percentage of Chairs allocated).
麻豆区鈥檚 chair allocation is听presented in the听Allocation and Utilization of Canada Research Chairs at 麻豆区.
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Contact
Questions or concerns related to the implementation of the CRC EDI Action Plan, or regarding the University's EDI agenda more broadly may be directed to:
Office of the Provost & Executive VP (Academic)
crc.provost [at] mcgill.ca听">crc.provost [at] mcgill.ca听
514.398.6130
Senior Research Equity Advisor
uzma.jamil [at] mcgill.ca (Uzma Jamil)
514.398.3432
