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Canada Research Chair Program (CRCP) Commitment Statement

Wilfrid Laurier University (Laurier) strives to be a diverse, inclusive, supportive and responsive community. With equity and inclusion at the heart of our core academic principles and strategic planning, we promote civic engagement, global citizenship at home and abroad, diversity and fairness. As part of this commitment, Laurier is actively working to facilitate and enable great diversity among its student body, staff and faculty as well as to remove systemic barriers that impact the development and success of members from equity seeking groups. Our strategies for recruiting and selecting our Canada Research Chairs (CRCs) and their research teams are no exception. Increasing representation from equity seeking groups strengthens Laurier’s research efforts and the university as a whole.

CRCP Equity, Diversity and Inclusion Strategy

As Laurier’s research enterprise is central to the fabric of the university, its overall strategy to bring awareness to its commitment to diversity, equity and inclusion involves components being carried out by units across the institution, including the CRCP and broader research enterprise. 

This strategy includes: 

  • Laurier’s Bilateral University-Association Employment Equity Committee is re-evaluating the effectiveness of the employment equity articles in the Wilfrid Laurier University Faculty Association (WLUFA) Full-Time Faculty and Professional Librarians Collective Agreement (CA), with particular emphasis on removing systemic barriers to inclusion and increasing faculty knowledge of equitable hiring and promotion practice.
  • The recent creation of a Strategic Recruitment Consultant position in Human Resources (HR) to, among other things, evaluate recruitment, selection and employment branding and outreach processes to embed best practices in equity.
  • The Equity and Accessibility Specialist and Equity and Accessibility Officer in HR, whose roles include the development of proactive equity advocates across the institution, many of whom are faculty and researchers. The Specialist is also working with faculties and departments to implement the Diversity, Equity, Assessment and Planning (DEAP) Tool, which addresses the inclusive hiring and promotion of researchers, the inclusivity of curriculum and scholarship activities, as well as the diversity of the undergraduate and graduate student population.
  • As outlined in the Strategic Academic Plan’s Laurier has focused on enhancing diversity and inclusion through indigenizing the campus. This has included a focus on hiring more Indigenous faculty, the creation of an Indigenous Curriculum Specialist position to assist faculty to embed Indigenous pedagogy into the curriculum of various disciplines, and the creation of the Centre for Indigegogy to train various professional disciplines in Indigenous ways of knowing, being and doing.
  • Laurier has also formed a new partnership with NationTalk to promote all of our faculty and staff job postings to Indigenous networks.
  • Conducting a gender based pay-equity analysis across the institution in 2017 which resulted in salary increases for the university’s female associate and full professors. In addition, Laurier and WLUFA recently established a Bilateral Committee on Systemic Equal Pay Issues to develop practices aimed at preventing gender and other systemic wage gaps, and to ensure equitable compensation and employment practices.
  • Creating the CRC Equity, Diversity and Inclusion Working Group (managed through the Office of Research Services (ORS) with support from Equity and Accessibility/HR) that focuses on the alignment of the broader research enterprise with Laurier's commitment to equity, diversity and inclusion, including establishing benchmarks, monitoring progress and developing short and long-term actions.

Equity, Diversity and Inclusion Governance Plan

The CRC Equity, Diversity and Inclusion Working Group has been established to oversee all aspects of the action plan development and successful implementation. Members of the committee include:

  • Jean Becker, Senior Advisor, Indigenous Initiatives
  • Pamela Cant, Assistant Vice President, Human Resources and Equity
  • Eden Hennessey, Laurier Centre for Women in Science
  • Kendra Young, Manager, Faculty Relations
  • Jennifer Baltzer, CRC in Forests and Global Change
  • Alison Mountz, CRC in Global Migration
  • Anne Wilson, Former CRC in Social Psychology
  • Dana Lavoie, Equity and Accessibility Officer, Equity and Accessibility, Human Resources
  • Ildiko de Boer, Manager, Research Facilitation, Office of Research Services
  • Charity Parr-Vasquez, Director, Office of Research Services
  • Jeffrey Jones, Interim Associate Vice-President Research (Chair)

The action plan was tabled to Laurier’s Executive Leadership Team (ELT), Senate Committee on Research and Publications (SCRAP) and the Vice-President Academic Committee (VPAC). Laurier’s action plan is monitored by Laurier’s ORS and Equity & Accessibility/HR, and periodic reports on progress will be brought to the CRC Equity, Diversity and Inclusion Working Group.

Institutional Environment

Laurier has collected data on members of the federally designated groups (FDGs) in its workforce since 2001, and on persons who identify as members of the LGBTQ2S+ community since 2005. This data is analyzed and compared to both national and regional externally available data in accordance with the principles of the Federal Contractors Program. The analysis, along with a report of all Laurier’s employment equity initiatives, has been published and presented annually by Equity and Accessibility/HR to Laurier’s ELT and its Board of Governors.

Representation Highlights from Last Year’s Report

Women

Women continue to make up a large percentage of Laurier’s workforce, representing 60.8% of employees. Despite this high level of general participation, underrepresentation in female faculty still exists (45.3%).

Indigenous Peoples

Overall, 1.2% of Laurier’s employees identify as Indigenous peoples. Among staff members, 1.3% identify as Indigenous, which is equal to the external labour market pool. However, Laurier does have a gap amongst the academic cohort; 1.1% of Laurier faculty identify as Indigenous, compared to 2.1% external availability.

Persons with Disabilities

Overall, Laurier’s internal workforce reflects an underrepresentation in persons with disabilities (3.5% compared to 4.9% external availability). Among faculty, Laurier slightly exceeds external availability (4.6% compared to 3.8%). As the definition of disability used by the province expands, stigma surrounding disability decreases, and as our workforce population ages we can expect to see more employees self-identifying as having a disability. Also, it is important to note that most employees experiencing temporary disabilities or illnesses will not be reflected in this data as the Federal Contractors Program speaks more to permanent disabilities.

Racialized or Members of a Visible Minority

Laurier continues to reflect an underrepresentation of racialized employees overall (8.7% compared to 14.6% external availability). Approximately 14.2% of Laurier faculty self-identify as visible minorities compared to 19.9% of the external pool. This gap is even larger amongst staff, where only 5.9% of Laurier staff identify as a visible minority compared to 14.6% of the external pool. Since this gap has increased over the 15 years that Laurier has collected equity data, this is a major area of concentration in employment equity initiatives.

LGBTQ2S+

Since those who identify as LGBTQ2S+ are not considered a designated group by the Federal Government, and data on sexual and/or gender minorities is not included in the 2006 or 2011 Canadian Census, it is not possible to compare the internal and external workforces in this area. Laurier has still chosen to collect internal representation data on this category since 2005. Since then, Laurier has consistently seen an increase in the number of staff and faculty identifying as LGBTQ2S+ over time, with 5.3% of Laurier’s faculty and 2.7% of its staff identifying as LGBTQ2S+ in 2016.

Equity, Diversity and Inclusion Objectives and Measurement Strategies

Laurier is committed to filling all CRC vacancies by Dec. 15, 2019. Laurier’s current vacancies include three Tier II chairs. Over the next two years the university will have three additional chairs available (1 Tier I CRC, 2 Tier II CRCs) for potential renewal and one additional vacant chair (Tier II CRC). Some of these vacancies are currently in the process of being filled. In filling the remaining vacancies and renewals, Laurier will follow the processes as outlined in the Management of CRC Allocations section of the action plan.

Laurier aspires to have CRCs represented from each of the four FDGs. Laurier also recognizes and aspires to have CRCs represented from a fifth designated group of individuals who identify as LGBTQS2+. 

CRCP’s and Laurier-Aspired Equity Targets

Federally Designated Group CRCP Targets Based on 13 Chairs (Number of Chairs) CRCP Targets Based on 10 Filled Chairs (Number of Chairs) Laurier Aspirational Targets Based on 13 Chairs Actual (Number of Chairs)*
Women 5 4 5
Members of Visible Minorities 2 2 2
Persons with Disabilities 1 0 1
Indigenous People 0 0 1
LGBTQ2S+ N/A N/A 1

*Note: Numbers less than five are withheld to protect the privacy of CRCs, as per CRCP guidelines.

For additional information please see Laurier’s CRC utilization spreadsheet

Laurier's Objectives

A) To embed proactive equity advocates into CRC allocation and hiring practices, CRC research programs, and into the broader research enterprise of the institution;

B) To increase, measure and monitor the representation of FDGs and individuals who identify as LGBTQ2S+ in the CRC applicant pool; and

C) To meet and, in some cases, exceed the CRCP equity targets and goals for Laurier’s CRCs.

Objective A

Laurier will embed proactive equity advocates into its CRC allocation and hiring practices. The Research Facilitators in ORS who facilitate CRC applications/nominations and provide guidance to Deans, Department Chairs (or equivalent) and CRCs, will become equity advocates though several training initiatives. The institution is also committed to extending diversity, equity and inclusion training to all members of Appointment and Promotion Committees (APCs). In addition, all CRCs will be provided with training opportunities and encouraged to become leaders and mentors in establishing and promoting a diverse, equitable, and inclusive research space and environment for their research teams, with the ultimate goal of increasing the pool of FDGs, and individuals who identify as LGBTQ2S+ for faculty positions in the future.

Barriers

Currently the WLUFA Full-Time Faculty and Professional Librarians CA, only requires the Chairs of all APCs and at least one other member from each APC to attend equity training. As the Bilateral University-Association Employment Equity Committee works to make recommendations to change the current WLUFA Full-Time Faculty and Professional Librarians CA language on employment equity, the aim is for all members of APCs to complete an equity program prior to becoming a voting members.

Actions

To embed proactive equity advocates into Laurier’s CRC policies and processes the following actions will be taken:

i. Training related to diversity, equity and inclusion will be provided to ORS Facilitators through Equity and Accessibility/HR and the Office of Indigenous Initiatives (OII);

ii. ORS Facilitators will frequently participate in conferences, workshops and events focusing on equity, diversity and inclusion;

iii. Laurier will work with WLUFA to ensure all members of APCs receive equity training. As a transitional action, Laurier will require that all members of APCs for CRC positions complete at minimum the unconscious bias training module provided by the CRC Secretariat;

iv. Through Equity and Accessibility/HR and the OII, Laurier will provide training tailored to CRCs to ensure that they have the competencies and knowledge to embed diversity, equity and inclusion into their research teams; and

v. The services of Laurier’s Equity and Accessibility/HR and OII, including training and education, as well as external diversity-focused conferences, workshops and events, will be promoted and communicated through the weekly ORS faculty newsletter.

Indicators

i. Number of ORS Facilitators who have completed equity, diversity and inclusion training;

ii. Number of equity, diversity and inclusion events attended by ORS Facilitators;

iii. Number of APC members who have completed equity, diversity and inclusion training; and

iv. Number of CRCs who have completed equity, diversity and inclusion training.

Monitoring and Reporting

Equity and Accessibility/HR and OII will deliver and monitor participation in diversity, equity and inclusion training in collaboration with Faculty Relations, HR and WLUFA in accordance with the WLUFA Full-Time Faculty and Professional Librarians CA. Equity and Accessibility/HR will provide a report on the indicators to the CRC Equity, Diversity and Inclusion Working Group. In addition, ORS will promote and communicate services provided through Equity and Accessibility/HR and the OII, as well as external diversity focused events, workshops and conferences. If participation rates in the training programs by ORS Facilitators, members of APCs, and CRCs are low, the CRC Equity, Diversity and Inclusion Working Group will work with the departments delivering the training to review and potentially make recommendations to revise training and provide alternate formats that are more feasible. All indicators and initiatives under this objective will be reported to Senior Administration (through ELT and VPAC) and to the Board of Governors through the Annual Employment Equity Report.

Objective B

Laurier is committed to updating and implementing processes and measures to increase the representation of FDGs in the CRC applicant pool.

Barriers

The current WLUFA Full-Time Faculty and Professional Librarians CA requires that applicants self-identify for the purposes of employment equity directly to the Dean or Associate Dean in the faculty of appointment. Laurier’s current applicant tracking system for recruitment is not configured to administer a self-identification survey for faculty applicants; therefore, the standard questions related to FDG and LGBTQ2S+ participation are not asked of faculty applicants at this time (as they are for staff positions). Without being specifically prompted at the time of application to disclose membership in the FDGs and the LGBTQ2S+ community, and given the current requirement to disclose directly to the Dean or Associate Dean, present data on membership within the FDGs and LGBTQ2S+ community of the faculty applicant pool is almost none. The majority of Laurier’s CRCs come to the university as external hires, where diversity data is mostly unknown. In the absence of data, another potential barrier to increasing the diversity of the applicant pool is the perception that Kitchener, Waterloo and Brantford are not diverse communities, and provide few supports or affinity groups for members of the FDGs and individuals who identify as LGBTQ2S+. However, with the booming technology industry in Kitchener and Waterloo, the region is exerting considerable effort and spending on changing this narrative; also, the Brantford campus is 30 minutes from Hamilton, an increasingly diverse community.

Actions

To increase, measure and monitor the representation of FDGs and individuals who identify as LGBTQ2S+ in the CRC applicant pool the following actions will be taken:

i. Laurier’s Bilateral University-Association Employment Equity Committee, re-established in the latest round of bargaining, with the purpose of evaluating the effectiveness of the current WLUFA Full-Time Faculty and Professional Librarians CA equity articles and identify systemic barriers for recruitment and promotion of faculty from FDGs and individuals who identify as LGBTQ2S+. The expectation is that this committee will suggest an alternative “disclosure” method to gain better data on the applicant pool. There is also an expectation that applications for faculty positions will be moved to an online application tracking recruitment system that allows for better and more efficient data collection on faculty hiring and FDG participation. As a transitional action, the self-identification survey will be embedded into CRC advertisements;

ii. A new tenured faculty position of Senior Advisor, Equity Diversity and Inclusion, reporting to the Provost & VP Academic, will support Laurier in achieving its equity, diversity and inclusion goals and ensuring best practices for inclusive employment practices are followed institutionally;

iii. The Equity and Accessibility Specialist is working with faculties and departments to implement the DEAP Tool, which will pay particular attention to research initiatives and the hiring and promotion of researchers;

iv. Create an Employment Equity Toolkit for CRC search and hiring committees that includes tools for active recruitment and venues in which to post advertisements, in order to attract applicants from the FDGs and individuals who identify as LGBTQ2S+; and

v. Continue to develop and employ the principles of Laurier’s Indigenous Holistic Hiring and Retention Strategy.

Indicators

i. Equity, diversity and inclusion language in the WLUFA Full-Time Faculty and Professional Librarians CA is updated though a letter of understanding;

ii. DEAP tool will be implemented in three units in 2019 and a total of six units by the end of 2020;

iii. Investigate the implementation of an online application platform, including self-identification survey for faculty recruitment;

iv. Self-identification data is collected and monitored by the Equity and Accessibility Officer in HR for the CRC applicant pool; and

v. The percent of applicants self-identifying and the percent of FDGs and individuals who identify as LGBTQ2S+ represented in the CRC applicant pool.

Monitoring and Reporting

The participation of FDGs and individuals who identify as LGBTQ2S+ in the CRC applicant pool will be monitored through an online self-identification surveys. Human Resources will oversee the implementation of new processes and tools to collect and monitor data on FDGs and individuals who identify as LGBTQ2S+ in the CRC applicant pool and for all university faculty recruitment. Equity and Accessibility/HR will report on the indicators to the CRC Equity, Diversity and Inclusion Working Group.

If the Equity and Accessibility Officer indicates that self-identification of applicants is low, the CRC Equity, Diversity and Inclusion Working Group will re-evaluate the action plan and consult with the University Advisory Employment Equity Committee, the Bilateral University-Association Employment Equity Committee, the Strategic Recruitment Consultant, and other key stakeholders to further improve the process for encouraging a diverse applicant pool. In addition, the CRC Equity, Diversity and Inclusion Working Group will identify communication opportunities to highlight the institution’s commitment to a culture of inclusion. All of the indicators and initiatives under this objective will be reported to Senior Administration (through ELT and VPAC) and the Board of Governors through the Annual Employment Equity Report.

Objective C

Laurier is committed to meeting the CRCP diversity targets by Dec 2019. In addition, as more CRCs become vacant, Laurier aspires to exceed the CRCP targets, to ensure that every FDG and the LGBTQ2S+ community is represented in the complement of CRCs.

Barriers

There are a limited number of vacant CRCs available over the next two years, but Laurier expects to meet its CRCP equity targets.

Actions

To meet the CRCP and Laurier aspirational equity targets the following actions will be taken:

i. All actions listed for Objective B also apply to Objective C;

ii. Data will be collected and monitored to identify equity target gaps. There is an expectation that applications for faculty positions will be moved to an online applicant tracking recruitment system that allows for better and more efficient data collection on the participation of FDGs and individuals who identify as LGBTQ2S+;

iii. Work by Laurier’s employment equity committees (the University Advisory Employment Equity Committee, the Bilateral University-Association Employment Equity Committee and the Bilateral Committee on Systemic Equal Pay Issues) will identify systemic barriers and opportunities to strengthen Laurier’s employment equity policies and procedures; and

iv. Targeted CRC advertising to specific FDGs and the LGBTQ2S+ community.

Indicators

i. Laurier will investigate and work to implement an online self-identification survey for faculty hiring;

ii. Data will be collected from the self-identification surveys completed by CRCs; and

iii. The number of CRCs represented from each FDG and the LGBTQ2S+ community.

Monitoring and Reporting

As CRCs become vacant and are filled, the targets set by the CRCP and Laurier will be continually met and maintained. The representation of FDGs and individuals who identify as LGBTQ2S+ among Laurier’s CRCs will be monitored by Equity and Accessibility/HR, who will report on the indicators to the CRC Equity, Diversity and Inclusion Working Group.

In the event that progress toward achieving Objective C does not meet expectations, the CRC Equity, Diversity and Inclusion Working Group will review and revise the action plan in consultation with Laurier’s employment equity committees (the University Advisory Employment Equity Committee, the Bilateral University-Association Employment Equity Committee and the Bilateral Committee on Systemic Equal Pay Issues), as well as the Strategic Recruitment Consultant, Equity and Accessibility/HR, and the OII to better target CRC advertisements to members from the FDGs while improving best practices in recruitment strategies. In addition, the CRC Equity, Diversity and Inclusion Working Group will identify communication opportunities to highlight the institution’s commitment to a culture of inclusion. All the indicators and initiatives under this objective will be reported on to Senior Administration (through ELT and VPAC) and the Board of Governors through the Annual Employment Equity Report.

Annual Action Plan Public Report

An annual public report coordinated by the ORS and Equity and Accessibility/HR on the outlined action plan is available:

Management of Canada Research Chair Allocations

The management process of CRC allocations is subject to change as Laurier re-evaluates the effectiveness and systemic barriers concerning equity, diversity and inclusion in the current WLUFA Full-Time Faculty and Professional Librarians CA. This review is expected to be complete by early 2019 and will include updated equity language in the current WLUFA Full-Time Faculty and Professional Librarians CA.

Definitions

  • Research Services Council (RSC): The primary responsibility of the Research Services Council is to assess the unit proposals for new CRC allocations and renewal nominations. The RSC will make recommendations to the CRC Review Committee. The RSC will consist of the Deans (or designates) from each unit.
  • CRC Review Committee: The CRC allocation and renewal procedures will be administered by the CRC Review Committee, consisting of the Vice-President: Research and Vice-President: Academic. The primary responsibility of the CRC Review Committee is the effective management of Laurier's quota of CRCs; this includes the overall deployment of CRCs, and assessment of performance of incumbents as the basis for decisions on university support for further term renewals. In carrying out its responsibilities, the CRC Review Committee will receive recommendations from the APCs and the RSC.
  • Appointment and Promotions Committees (or equivalent) (APCs) (as governed by the WLUFA Full-Time Faculty and Professional Librarians CA): The primary responsibilities of APCs are to assess incumbents for new CRC nominations and to make recommendations to the Dean and the CRC Review Committee.

Equity, Diversity and Inclusion Training

Any individual involved in the processes or management of CRC allocation and recruitment is required to have training related to unconscious bias, equity, diversity and inclusion:

i. All individuals involved in the recruitment of CRCs must complete the unconscious bias training module provided though the CRC Secretariat; and 

ii. The Chairs of all APCs and at least one other member from each APC are required to have training related to diversity, equity and inclusion in the search process and are provided ongoing support throughout the hiring process.

Future Allocations and Vacancies

Laurier may receive additional CRC positions through:

i. Completion of two terms by incumbent;

ii. Non-renewal of an incumbent for an additional term;

iii. Retirement or resignation of an incumbent; and

iv. Increase in Laurier’s CRC quota by the CRC Secretariat.

All CRCs that are new or vacant will be held by Laurier. The RSC will review if the corridor of flexibility should be applied to new or vacant chairs as they become available and will make recommendations to the CRC Review Committee for approval. 

Vacancies will be assigned to a particular unit using a competitive process, based on the adjudication of written proposals submitted by the units. Competitions will be held only when there is a vacancy or anticipated vacancy. The RSC will solicit proposals from departments for new or vacant chairs, within 18 months of the targeted date for submission of the application to the CRC secretariat.

Proposals for vacant chairs will be adjudicated and ranked using the following general criteria (in no particular order):

i. Consistency with Laurier’s Strategic Research Plan;

ii. Alignment with unit's academic plan (or equivalent) and academic staffing strategy;

iii. Need for, and opportunity to build, "critical mass" in the proposed theme;

iv. Potential for collaborations within Laurier and/or externally;

v. Potential for graduate and postdoctoral training;

vi. Unit expectations for research leadership;

vii. Potential/perceived impact of the proposed CRC on Laurier’s capacity and international reputation in research; and

viii. Plan for sustainability of CRCs after the natural end date or unexpected end date through the reallocation process.

Proposals must indicate if the unit intends to fill a vacant chair internally or externally.

Units who are successful in an application for a CRC are fully responsible for supporting the incumbent at the conclusion of their chair term (either at the natural end date or unexpected end date through the reallocation process). Proposals should outline the expected level of support that will be provided to the chair (all units are responsible for providing CRCs with a salary stipend, office and lab space, additional research support, mentoring, administrative support, and equipment, as applicable).

Timeline for New CRC Applications

  • Internal call for proposals to host CRC: 18 months prior to CRC submission.
  • Internal proposals due: 16 months prior to CRC submission.
  • RSC recommends allocation to CRC Review Committee and CRC Review Committee approves: 15 months prior to CRC submission.
  • Unit recruitment strategy is reviewed by Equity and Accessibility/HR and approved by the CRC Review Committee: 13 months prior to CRC submission.
  • Position is advertised and recruitment is conducted as per the WLUFA Full-Time Faculty and Professional Librarians CA. The APC makes recommendations to the Dean and the CRC Review Committee. All applicants must apply with a CRC application: 12 months prior to CRC submission.
  • Name of the nominee is due to the Office of Research Services. ORS Facilitator begins to work with applicant on proposal: Five months prior to CRC submission.
  • Nominations submitted to CRC secretariat.

Selection and Nomination of CRCs

Units who are successful in applying for a CRC allocation are required to design a recruitment strategy with support from HR and the OII that includes:

i. Training plan for the search committee and all individuals involved in the recruitment process, including how to recognize and combat unconscious, implicit, overt, prejudicial and any other kinds of bias;

ii. Draft advertisement;

iii. Draft evaluation rubric; and

iv. Advertisement strategy to encourage and recruit individuals from the FDGs and the LGBTQ2S+ community.

Recruitment strategies will be reviewed by HR who will make recommendations to the CRC Review Committee for final approval.

Advertisement processes for faculty positions are governed by the WLUFA Full-Time Faculty and Professional Librarians CA and will follow best practices outlined by the CRC Secretariat. In addition to advertising requirements outlined in the WLUFA Full-Time Faculty and Professional Librarians CA, all CRC advertisements must be/include:

i. Publically advertised though Careers at Laurier, Faculty and Librarian Positions website and Laurier’s CRCP Equity, Diversity and Inclusion website;

ii. Archived and made publically available for three years on Laurier’s CRCP Equity, Diversity and Inclusion website;

iii. Advertised widely including internationally and to professional societies and associations of designated groups;

iv. Advertised for at least 30 days;

v. The department/faculty conducting the process;

vi. Tier of the CRC;

vii. The field of research being targeted;

viii. Encouragement for individuals from the FDGs and the LGBTQ2S+ community to apply;

ix. For Tier 2 advertisements, information on the Tier 2 justification process, and not use language that is misleading nor exclusionary regarding eligibility of a Tier 2 Chair (see more information on Chair Position Postings for Tier 2 Chairs);

x. A statement that recognizes the legitimate impact of career interruptions (e.g., maternity leave, leave due to illness) can have on a candidate’s level of productivity (research, teaching and service) and an invitation for candidates to address any career interruptions in their application;

xi. Encouragement for candidates to address career interruptions or special circumstances that may have affected their record of research;

xii. A self-identification process;

xiii. A statement on the institution’s accommodation policies and provide the contact information of someone who can address requests for accommodations (e.g., to accommodate candidates with hearing impairments, mobility restrictions, etc.);

xiv. Inclusive, unbiased and ungendered language focused only on the qualifications and skills necessary for the job;

xv. Contact information for who can answer any questions regarding the recruitment process; and

xvi. For internal retention advertisements, a transparency statement indicating that the position is only open to existing Laurier faculty.

The designated APC (or equivalent) will review applications and develop a short list. Where there are no applicants from the FDGs and/or individuals who identify as LGBTQ2S+, or where the APC recommends a short-list for interviews which does not include a candidate from one of the FDGs and/or the LGBTQ2S+ community, the Dean will review the process and the recommendation of the APC and may decide to continue with the existing short-list, to extend the competition deadline, to undertake additional advertising, or to take other measures needed to widen the applicant pool. Faculty recruitment, including interview and post-interview processes are outlined in the WLUFA Full-Time Faculty and Professional Librarians CA. Specifically:

i. As many short-listed candidates as possible should be approved for interview;

ii. Special care must be taken not to eliminate at the early stages potentially strong candidates from the FDGs and individuals who identify as LGBTQ2S+;

iii. Fairly consider the impact of career interruptions related to the protected grounds on a potential candidate’s record when assessing research outputs to ensure career interruptions or special circumstances do not disadvantage candidates;

iv. The interview must be standardized for all candidates; and

v. Candidates must be evaluated on their performance during the interview.

The APC will recommend the successful candidate to the Dean and CRC Review Committee. Unit support will be finalized with the successful candidate following approval and will be approved by the Dean and the CRC Review Committee. All Laurier CRCs have a reduced teaching load of two courses per year. The incumbent will work with ORS Facilitator to finalize the research proposal and complete all necessary CRC nomination forms. 

CRC Renewal Guidelines

Applications for renewal will be reviewed by the RSC who will provide recommendations to the CRC Review Committee for approval. All renewal application materials should be submitted to the Dean at least 12 months prior to the next CRC submission date.

Proposals for Tier II and Tier I CRC renewals will be adjudicated and ranked using the following general criteria (in no particular order):

i. Achievement of the objectives set out in the original nomination;

ii. Record of research productivity and external funding;

iii. Excellence of researcher;

iv. Excellence of research program;

v. Graduate and postdoctoral training record and the potential for future graduate and postdoctoral training;

vi. Leadership in the development and/or execution of large-scale strategic research projects; and

vii. Institutional priorities.

Continuing or additional unit support will be finalized following approval and will be approved by the CRC Review Committee. If the CRC is approved for renewal by the CRC Review Committee, the incumbent will work with an ORS Facilitator to finalize the research proposal and complete all necessary CRC renewal forms. If the CRC is not approved for renewal, the allocation will be returned to the university for reallocation (see Future Allocations and Vacancies).

Timeline for CRC Renewal Applications

  • ORS notifies CRC of upcoming internal and Secretariat submission dates: 18 months prior to CRC submission.
  • Internal renewal application due: 12 months prior to CRC submission.
  • RSC reviews renewal application and provides recommendation to the CRC Review Committee and the CRC Review Committee approves or rejects renewal application: 10 months prior to CRC submission.
  • If approved, ORS Facilitator begins to work with CRC on renewal application: 9 months prior to CRC submission.
  • Application submitted to CRC Secretariat.

Criteria for Advancement

When a Tier I CRC becomes vacant, the above stated management and selection processes and the CRCP recruitment requirements apply for a new nomination. A current Tier II CRC may apply for a vacant Tier I CRC and will be considered with all other applicants under the same criteria and processes outlined above.

Phasing out a Chair

In the event that Laurier loses a chair due to the CRC Secretariat’s reallocation of chairs process, the RSC will review current CRC allocations to determine if there is an unallocated vacant chair to return to the CRC Secretariat. Alternatively, the RSC will review all current CRCs funded by the same tri-agency as the lost chair and provide a recommendation on which chair to phase out to the CRC Review Committee. The recommendation and decision will be based on the same criteria as future allocations and chair vacancies, outlined above, while considering Laurier’s equity, diversity and inclusion objectives.

Process and Safeguards for Determining Level of Support

As outlined in the WLUFA Full-Time Faculty and Professional Librarians CA, all CRCs receive protected research time with a reduced teaching load of one course per term (one credit per academic year). In addition, as specified by the WLUFA Full-Time Faculty and Professional Librarians CA, Laurier will provide each faculty member with a furnished office and appropriate laboratory and studio space. A dedicated portion of the CRCP funding is provided to CRCs as a Research Stipend as appropriate to the type and area of their research. CRC salary stipends provided though CRCP funding are standardized across all units:

i. A salary stipend of $10,000 per year for Tier II CRCs; and

ii. A salary stipend of $20,000 per year for Tier I CRCs.

Negotiated reference salaries are based on internal comparators within disciplines (considering years past PhD and rank) and is recommended and reviewed by Faculty Relations. Nominees are advised to contact WLUFA as a resource during negotiations.

In 2017, a joint Laurier-WLUFA committee recommended salary increases for female faculty at the ranks of associate and full professor to address a gender wage gap. Due to Laurier’s effort in recent years to monitor starting salaries to ensure equity, the committee did not find a gender wage gap at the rank of assistant professor. In addition, a Laurier-WLUFA Bilateral Committee on Systemic Equal Pay Issues was established to develop practices aimed at preventing gender and other systemic wage gaps, and to ensure equitable compensation and employment practices.

Measures to Ensure Career Leaves Do Not Disadvantage CRC Applicants

CRC job postings include a statement that recognize the legitimate impact that leaves (e.g. pregnancy, parental, illness etc.) can have on an applicant’s record of research and that these career interruptions need to be taken into careful consideration during the assessment process. Candidates are encouraged to address career interruptions or special circumstances that may have affected their record of research in their application package.

APC Chairs and one other member of the APC are required to have in person training related to diversity, equity and inclusion, which addresses career interruptions. To ensure career leaves do not disadvantage applicants APCs are instructed to carefully consider career interruptions and additional support is provided by Equity and Accessibility/HR throughout the recruitment process to ensure career leaves do not disadvantage CRC candidates.

Collection of Equity and Diversity Data

Current WLUFA Full-Time Faculty and Professional Librarians CA language for self-disclosure processes are subject to change as the Bilateral University-Association Employment Equity Committee works to make recommendations to change the language on employment equity.

Processes and Strategies for Collecting and Protecting Self-Identification Data

The current WLUFA Full-Time Faculty and Professional Librarians CA requires that applicants self-disclose for the purposes of employment equity to the Dean or Associate Dean, directly via email. Laurier’s current applicant tracking system for recruitment is not configured to administer a self-identification survey for faculty applicants and therefore the standard questions related to FDG and LGBTQ2S+ participation are not asked of faculty applicants at this time (as they are for staff positions). Without being specifically prompted at the time of application to disclose membership in the FDGs and the LGBTQ2S+ community, and with the requirement to disclose directly to the Dean or Associate Dean, current data on the applicant pool is very limited. The majority of Laurier’s CRCs come to the university as external hires, where diversity data is mostly unknown.

Strategies for collecting and protecting data on the representation from FDGs and individuals who identify as LGBTQ2S+ during the application process include:

i. The expectation that the Bilateral University-Association Employment Equity Committee will suggest an alternative “disclosure” method to gain better data on the applicant pool;

ii. The goal that applications for faculty positions will be moved to an online applicant tracking recruitment system that allows for better and more efficient data collection on faculty hiring and FDG and LGBTQ2S+ participation;

iii. The expectation that the current requirement to report for the purpose of employment equity to the Dean or Associate Dean will change to reporting to Equity and Accessibility/HR upon recommendation from the Bilateral University-Association Employment Equity Committee; and

iv. As a transitional action, an on-line applicant self-identification survey will be embedded into CRC advertisements.

Once hired, employees are required to participate in Laurier’s efforts to monitor equity, diversity and inclusion. Laurier’s Employment Equity Policy (8.4) states the university must collect and continually update employee data by a process of self-identification in order to identify the proportion of women, persons of a visible minority, persons with disabilities, Indigenous persons, and persons of a sexual and/or gender minority. The university’s workforce information is collected through an internal self-identification survey for the purpose of determining the levels of representation of each of the five designated groups and to compare these levels with the relevant external workforce (where known) using data provided by HR and Skills Development Canada.

This survey is given to all staff and full-time faculty members during employee on-boarding by HR. Each person must return the survey, even though participation is voluntary and the individual may choose not to respond to the questions in the survey. Each respondent can belong to more than one of the designated groups. Due to increased efforts and follow-up with new employees, return rates are high with 84.5% of surveys returned. Only about 1.5% of those who return the survey choose not to participate. Laurier is moving towards hosting the employment equity questionnaire on the HR online portal, which would allow employees to update their questionnaire whenever their status changes (as it could, especially in the category of disability).

The data collected in the applicant and employment equity survey is strongly protected by the following principles of confidentiality:

i. The confidential surveys are collected through a secure database which can only be accessed by the Equity and Accessibility unit/HR. The surveys include clear instructions on how the information will be stored, used and published;

ii. All workforce information is used in accordance with the principles of the Federal Contractors Program. This includes publishing an annual workforce analysis;

iii. Data of three or less respondents will not be published or shared in accordance with Federal Contractors Program principles;

iv. The surveys must be completed by the person the survey pertains to and not completed by their manager, hiring committee or others (i.e. identities are not pre-assumed); and

v. At the request of the respondent, the surveys can be changed/updated at anytime. 

Strategies for collecting and protecting data on the representation from FDGs and individuals who identify as LGBTQ2S+ for Laurier faculty and staff include:

i. Developing an on-line self-identification survey for Laurier faculty and staff; and

ii. Developing prompts to remind faculty and staff to update their self-identification survey, so that data reflect up to date information and potential changes in identities.

Strategies to Encourage Self-Identification

The employment equity statement included in advertisements is governed by the WLUFA Full-Time Faculty and Professional Librarians CA. The Bilateral University-Faculty Association Employment Equity Committee is working to recommend changes to the current WLUFA Full-Time Faculty and Professional Librarians CA language on employment equity, including the equity statement.

Strategies include:

i. Revising Laurier’s employment equity statement to better encourage individuals to self-identify as a member of the FDGs and the LGBTQ2S+ community;

ii. Embedding, where practical, equity considerations in the body of the job advertisement; and

iii. Following best practices for advertisements outlined by the CRC Secretariat to encourage FDGs and individuals who identify as members of the LGBTQ2S+ community to self-identify.

Retention and Inclusivity

Monitoring of Supportive and Inclusive Workplace

To monitor and identify potential support for CRCs, annual review meetings (completed by Sept. 30 each year) will be coordinated through ORS. The annual reviews will be based on the annual CRC Report submitted to the CRCP on June 30 each year, and will provide CRCs the opportunity to express any concerns, including those related to diversity, equity and inclusion. In addition, CRCs will be encouraged to meet with the Equity and Accessibility Officer and the OII to discuss any equity-related concerns and to schedule equity training, if applicable.

In addition, Laurier and WLUFA have recently established a Bilateral Committee on Systemic Equal Pay Issues to develop practices aimed at preventing gender and other systemic wage gaps, and to ensure equitable compensation and employment practices. The Bilateral Committee on Systemic Equal Pay Issues will include, among other activities:

  • Improving record keeping to facility tracking and data analysis concerning starting salaries, merit pay, retention pay, career development increment adjustments, as well as parental, pregnancy and sick leaves;
  • Monitoring starting salaries to ensure no inequities or anomalies are created;
  • Promotion timeline monitoring;
  • Mentoring female faculty throughout pre-tenure and/or pre-professor years to ensure they are keeping pace with male colleagues;
  • Monitoring merit applications to ensure female members are applying in appropriate proportions; and
  • The university will re-apply the current gender regression model to faculty salaries every five years to ensure equity between male and female faculty has been maintained.

Retention

Historically, the university has been successful in retaining its CRCs. Through the monitoring processes outlined above necessary support systems will be identified and addressed. Support services will be communicated and available to all CRCs though the Office of Dispute Resolution and Support (ODRS), HR and the OII.

Concerns/Complaints

Equity, diversity and inclusion concerns can include complaints, but also questions such as ones about the openness and transparency of a process; the efforts to attract a diverse pool of applicants; or how a nomination is in keeping with the institution’s equity, diversity and inclusion objectives.

University Policies 5.14: Safe Disclosure, 8.4: Employment Equity, 8.7: Employment Accommodation Policy and 6.1: Prevention of Harassment and Discrimination apply to equity, diversity and inclusion concerns. Any Laurier faculty, staff, student, volunteer, or external persons expressing concerns regarding equity, diversity, and inclusion are encouraged to consult with the ODRS and/or other sources of support including HR and OII. The ODRS and/or the additional support units noted above will advise and guide any persons expressing concerns on the appropriate processes outlined in the University policies.

Recommendations on improving future processes to mitigate concerns will be provided by the ODRS and/or Equity and Accessibility/HR and/or the OII to the ELT, as applicable.

Contact Information

Contact information of the individual who can respond to questions or concerns related to equity and diversity is as follows: 

Charity Parr-Vasquez
Director, Office of Research Services
Wilfrid Laurier University
Alumni Hall, AH231
75 University Ave W.
Waterloo, ON, N2L 3C5
E-mail: cparrvasquez@wlu.ca  
Phone: 519.884.0710 x3528

Apply to CRC Positions

Additional Information

Contact Us:

Contact Charity Parr-Vasquez, Director, Office of Research Services, with any questions or concerns related to equity and diversity.

E: cparrvasquez@wlu.ca
T: 519.884.0710 x3528
Office Location: Alumni Hall, AH231, 75 University Ave. W., Waterloo

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