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As part of Wilfrid Laurier University’s commitment to equity, diversity and inclusion, the Canada Research Chair Program Equity, Diversity and Inclusion Action Plan outlines how Laurier intends to identify, prevent, and remove barriers to inclusion for those who identify as women, having disabilities, racialized, Indigenous and part of the 2SLGBTQ+ community in the CRC Program.
We would like to acknowledge that Wilfrid Laurier University and its campuses are located on the Haldimand Tract, traditional territory of the Neutral, Anishinaabe and Haudenosaunee peoples.
Wilfrid Laurier University (Laurier) has prioritized enhancing equity, diversity and inclusion (EDI) as an essential strategy for future success in developing Laurier's first Action Plan for EDI, placing EDI at the core of Laurier’s Strategic Plan (2019-2024), Strategic Academic Plan (2015-2020), and Strategic Mandate Agreement. The development of this Canada Research Chairs (CRC) EDI Action Plan therefore aligns with the core goals and vision of Laurier. Laurier is actively working to increase the diversity of its student body, staff and faculty and is focused on understanding and removing barriers to inclusion and full participation of those from marginalized communities and individuals within the four designated groups (FDGs) (i.e., women, persons with disabilities, Indigenous peoples and visible minorities).
Our commitment to EDI has been bolstered by the awarding of a Tri-Agency EDI Institutional Capacity-Building Grant that will support a Senior Advisor: EDI, two Faculty EDI Colleagues, a research associate and the development a Community of Practice on EDI. Additionally, Laurier was thrilled to be among the first Canadian institutions to sign the Dimensions Program Charter and to be been selected as one of 17 post-secondary institutions to participate in the Dimensions: Equity, Diversity and Inclusion Canada awards pilot program.
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 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 deserving groups. Our strategies for recruiting and selecting our CRCs and their research teams are no exception. Increasing representation from equity deserving groups strengthens Laurier’s research efforts and the university as a whole.
Laurier developed a CRC EDI Working Group to oversee all aspects of the Action Plan’s development, review and implementation. A diverse group of committee members were selected to ensure that the committee included individuals from all FDGs and the 2SLGBTQ+ community, past and current CRCs, and individuals with expertise in fostering EDI. Membership includes representation from current and past CRCs, the Office of Indigenous Initiatives (OII), the Equity and Accessibility team in Human Resources (HR), Faculty Relations, the Office of Research Services (ORS), the Office of teh Associate Vice President EDI, the Laurier Centre for Women in Science, the Centre for Student Equity, Diversity and Inclusion, and both the Vice-President of Research and the Assistant Vice President of Human Resources and Equity. The CRC EDI Working Group meets quarterly with the goal of aligning Laurier’s broader research enterprise with its commitment to EDI, including establishing benchmarks, monitoring progress and developing short and long-term actions.
The Action Plan was also reviewed by Laurier’s Executive Leadership Team, Senate Committee on Research and Publications and the Vice-President Academic’s Advisory Council which includes all Deans. Laurier’s Action Plan is monitored by Laurier’s ORS and the Equity & Accessibility team in HR. Periodic reports on measures, progress and course correction are brought to the attention of, and addressed by, the Working Group.
Laurier’s CRC EDI Action Plan seeks to develop objectives, indictors and actions that will ensure that Laurier continues to meet and exceed its CRC equity targets. The objectives outlined in the Action Plan were developed after a robust assessment, including: 1) a comparative review, 2) an employment systems review and 3) an environmental scan of the Laurier context. The objectives are aligned with the results of this assessment, which identified gaps in the institution’s current approach to EDI on both an institutional level and specifically with CRCs, and the lessons learned from current and previous EDI initiatives from across Laurier.
A comparative review is defined by Laurier as an assessment of equity in the compensation and support for faculty, including their salaries and benefits, research personnel and the resources/infrastructure needed to effectively conduct their research. In assessing the aforementioned issues, attention is also paid to systemic barriers experienced by members of equity deserving groups. Two comparative reviews that have been conducted at Laurier are discussed below.
In 2016, Laurier conducted a gender-based pay-equity analysis across the institution and determined that a gender-based disparity in pay existed at the associate and full professor ranks. As a result, the institution adjusted the salaries for all female associate and full professors. Pay gaps were not present for other categories of employees. In addition to the analysis, Laurier and its Faculty Association established a Bilateral Committee on Systemic Equal Pay Issues to continue to develop and monitor practices aimed at preventing gender and other systemic wage discrimination, and to ensure equitable compensation and employment practices are continually implemented. An analysis has not yet been conducted specifically for faculty in other FDGs. However, the Bilateral Committee on Systemic Equal Pay’s mandate includes an analysis of pay-equity among visible minorities, persons with disabilities and Indigenous Peoples. With improved collection and analysis of data (including salaries) that will occur under the Dimensions Pilot Program, any pay-inequities identified among equity deserving groups (including CRCs) will be forwarded to the Bilateral Committee for review and action.
In addition to this institution wide comparative review, a comparative review of Laurier’s CRCs was conducted by the ORS to determine any potential differences in salary, research support, course remissions, office and/or laboratory space, and other administrative supports. This analysis was conducted in consultation with Faculty Relations who provided all relevant employment data and through individual meetings between CRCs and ORS Research Facilitators, where Facilitators gathered qualitative data on the experiences of CRCs. Table 1.0 outlines the findings of the comparative review and actions the institution took in responses.
Gaps |
Laurier Action |
Value of CRC stipends |
CRC salary stipends have been standardized. Tier I CRCs now receive a $20,000 per year stipend and Tier II CRCs receive $10,000 per year. |
Proportion of CRC program funding directed towards chairholders’ research program |
All CRCs budgets are reviewed and approved by the CRC Review Committee (VPA and VPR) to ensure that they are consistent with other chairholders and appropriate for the discipline of the chair |
Infrastructure support provided |
Provision of Canada Foundation for Innovation (CFI) allocations is made to 100% of CRCs who have infrastructure needs |
No other disparities were identified during the comparative review, and this is attributed to Laurier’s well-established and managed policies under the Wilfrid Laurier University Faculty Association (WLUFA) Full-Time Faculty and Professional Librarians Collective Agreement, and previous salary adjustments. Importantly, discrepancies were not identified among CRCs in the FDGs relative to their colleagues.
To address CRCs ongoing research needs and challenges, Research Facilitators meet with all CRCs within their portfolio on an annual basis. The meeting involves an informal conversation about the needs of CRCs and barriers to their ongoing work. Laurier’s Research Facilitators work extremely closely with faculty members to support the advancement of their research programs. Research Facilitators are based in the ORS, with no reporting relationships to departments or Faculties which allows them to have candid conversations about sensitive issues pertaining to the CRCs overall experience. Research Facilitators also have knowledge of support services that are available for CRCs, and work directly with the appropriate university units to address any challenges they may be facing. The informality of these meetings have made it difficult to systematically gather data that can be used for the comparative assessment of CRCs. The creation of a new interview instrument to address this gap is discussed under the environmental scan (see Appendix 1).
Challenges identified through the comparative review are addressed in further detail under Goals 2d and 2e of the Equity, Diversity and Inclusion Objectives and Measurement Strategies subsection of the Action Plan.
Laurier’s Employment Systems Review is aimed at assessing recruitment, selection and onboarding of faculty members and staff. This review addresses transparency in recruitment, potential barriers that prevent individuals within the FDGs from applying, and biases against the selection of applicants within the FDGs. The Employment Systems Review also assesses faculty recruitment and promotion processes, staff recruitment, and the recruitment, onboarding, retention and advancement of CRCs, as outlined below.
As part of collective agreement negotiations, WLUFA and Laurier agreed to establish a Bilateral University-Association Employment Equity Committee to review the recruitment, promotion and tenure process as outlined in the collective agreement through an equity lens. The goal was to review employment systems that impact faculty recruitment and retention. Specifically, the effectiveness of the employment equity articles in the collective agreement were reviewed in great depth and compared to contemporary research on best practices in faculty employment equity. The proposed revisions expand the involvement of individuals from equity deserving groups on appointment, tenure and promotion committees beyond women; embed well trained and supported equity representative on every appointment, tenure and promotion committee; streamlines a user-friendly applicant self-identification process; improve communication between the appointment and promotion committees, deans and the Provost on what equity considerations were implemented; and improve data available to everyone involved in the process to make better informed equitable decisions.
With the establishment of a Strategic Recruitment Consultant position in HR, Laurier extensively reviewed our staff recruitment and onboarding processes in 2018. Gaps included inconsistencies in the candidate experience, inconsistencies in the candidate assessment tools used, differences in how equity language was embedded into job descriptions and job requirements and an overall lack of education around biases and systemic barriers to inclusion, which can impact hiring decisions. As a result, the institution developed a new staff recruitment model. The new model incorporates best practices in employment equity and is aligned with the best practices outlined by the CRC program. The model also relies on the development of community partnerships and outreach activities to increase the diversity of the pool of applicants. This was a clear need identified during the staff recruitment review. As two examples:
With support from Laurier’s CRC Equity, Diversity and Inclusion Working Group, the ORS and Equity and Accessibility Team in HR conducted an employment systems review for CRCs. This included an extensive review of all employment practices related to CRCs’ recruitment, onboarding, retention and advancement. The review revealed numerous gaps including a lack of policies and transparency related to the internal allocation of CRCs, in consistent recruitment practices, an absence of proactive and targeted recruitment, and inconsistent supports provided to CRCs once recruited.
Challenges identified through the employment systems review are addressed in further detail under Goals 1d, 1e, 2a, 2b, 3a, 3b and 3c of the Equity, Diversity and Inclusion Objectives and Measurement Strategies subsection of the Action Plan.
Laurier’s environmental scan documents and assesses the diversity of the workforce as well as identifies factors in Laurier’s work environment that promote or hinder the success of staff, faculty (including CRCs) and the broader university community. Laurier’s environmental scan assesses two main components: (1) representation, which captures the population of faculty and staff from the FDGs and 2SLGBTQ+ individuals and (2) workforce health, which assesses the levels of employment engagement and sense of belonging as experienced by faculty and staff. Workforce health data is also broken down to assess the experiences of individual FDGs and 2SLGBTQ+ individuals.
Laurier has collected data on members of the FDGs in its workforce since 2001, and on persons who identify as members of the 2SLGBTQ+ community since 2005. 2SLGBTQ+ individuals are not part of the FDGs, Laurier recognizes that they constitute an equity deserving group. The instrument was used to collect representation data is presented in Appendix 2. These data were 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 the Equity and Accessibility team in HR to Laurier’s Executive Leadership Team and its Board of Governors.
Women continue to make up a large percentage of Laurier’s workforce, representing 61.7% of employees. Despite this high level of general participation, underrepresentation in female faculty still exists (45.1%).
Overall, 1.4% of Laurier’s employees self-identify as Indigenous. Among staff members, 1.6% identify as Indigenous, which is slightly above the external labour market pool of 1.3%. However, Laurier does have a gap amongst the academic cohort; 1.3% of Laurier faculty identify as Indigenous, compared to 2.1% in the external labour market.
Overall, Laurier’s workforce reflects an underrepresentation of persons with disabilities; 3.9% compared to 4.9% external availability. Among faculty, Laurier approximately matches the external availability with 3.6% 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 addresses permanent disabilities.
Laurier continues to reflect an underrepresentation of racialized employees overall with 9.8% compared to 14.6% external availability. Approximately 14.6% 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 7.8% 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 emphasis in our employment equity initiatives.
Since those who identify as 2SLGBTQ+ 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 recognizes that members of the 2SLGBTQ+ community may experience barriers to employment, thereby, includes these groups in its proactive employment equity practices and has collected 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 2SLGBTQ+ over time, with 5.1% of Laurier’s faculty and 3.1% of its staff identifying as 2SLGBTQ+ in 2018.
The analysis of these representation data across Laurier shows that the greatest and most persistent underrepresentation gaps exist among faculty who identify as racialized. As well, Laurier acknowledges that gaps exist in the representation of faculty who identify as Indigenous, having disabilities and women. Actions that have been taken to address gaps in the representation of individuals from the FDGs are highlighted in the Equity, Diversity and Inclusion Objectives and Measurement Strategies subsection of the Action Plan.
Laurier defines employee engagement as the level of enthusiasm and dedication an individual feels towards their job. Engaged employees have an emotional and intellectual connection to their job, organization, colleagues and leadership. Engaged employees have less turnover, increased productivity and efficiency and are happier both at work and at home. As part of Laurier’s commitment towards fostering an inclusive environment built through employee voices, the Laurier leadership team commissioned a third-party expert organization to conduct the ‘Have Your Say at Laurier Engagement Survey’ in late 2018. This provided staff and faculty with an opportunity to share their perspectives about working at Laurier and provided a meaningful way for employee feedback to impact change, both within their work environment and across the university. The survey questions addressed sense of belonging, demographics, sense of safety, and institutional commitment to EDI, and whether Laurier values diverse ideas, identities and ways of thinking. Respondents were able to provide ideas on how to address EDI related concerns.
Overall, 49% of Laurier's faculty and staff participated in the survey. As expected, response rates were strongest among staff (68%) but faculty/librarian responses (42%) and contract teaching faculty (16%) responses were within the expected benchmark for response rates. The three key drivers for employee engagement, as described by all three groups: staff, faculty/librarians and contract teaching faculty, were shown to be Professional Growth, Work Environment and Diversity, Equity and Inclusion. As the engagement survey included questions related to personal identity, Laurier further analyzed the survey results by segmenting the responses of each of the FDGs and 2SLGBTQ+ individuals to identify variations in experiences. The key findings of the survey are as follows:
With this increased understanding of employee engagement, Laurier is taking steps to address some of the opportunities for improvement that emerged from the survey. For example, the engagement survey results informed the development of Laurier’s Strategic Plan (2019-2024) and is reflected in Laurier’s goal to build a Thriving Community by “fostering a highly personalized, equitable, diverse and inclusive community in which all members can experience the powerful sense of belonging…”. The results of this survey also reinforced the decision to a recruit a Senior Advisor for EDI. This is a senior leadership position dedicated to addressing these issues in collaboration with other units within the university. Laurier’s Senior Advisor of EDI will support Laurier’s Executive Leadership team in the collaborative development of policies, actions and initiative that will address the needs identified. To support the work of the Senior Advisor, EDI, Laurier has created a number of new staff roles, embedded in units across the institution, that will be dedicated to the advancement of EDI at the institution.
While the assessment of workforce health includes the experiences of CRCs, we also recognize the need to specifically assess the experiences of CRCs as it pertains to the institutional environment. As noted in the comparative review, Research Facilitators meet annually with CRCs to discuss barriers and successes in their work. In the past, these meetings have been informal, and have traditionally not addressed CRC experiences of Laurier’s institutional environment. However, starting this year an interview instrument has been created to guide Research Facilitators’ conversation with chair holders about their experiences with the institutional environment (Appendix 1). In our experience, the informality of these conversations has proven effective in creating an environment where CRCs can freely express themselves and speak openly about their challenges. Resulting outcomes of these meetings will be communicated (in confidence) to the Vice President, Research and Senior Advisor, EDI who will identify and work with the department(s)/unit(s) that addresses any issues identified.
The key challenges identified through the environmental scan are further addressed under Goals 1a, 1b, 1c, 1e, 2a, 2c, 2d, 2e, 3b and 3d of the Equity, Diversity and Inclusion Objectives and Measurement Strategies subsection of the Action Plan.
Through the comparative review, employment systems review, and environmental scan, three broad gaps were identified, including:
Reframing these gaps into three broad goals, the subsequent sections captures the following information in tables: (1) specific actions that Laurier intends to take to address gaps identified, (2) the alignment of the proposed actions with specific gaps identified, (3) indicators that will be used to monitor Laurier’s progress in addressing the gaps, (4) the timeline within which Laurier expects to address the gaps, (4) senior leadership and their respective teams who will maintain oversight on the implementation of the actions identified.
Creating a more inclusive environment at Laurier will lead to a more inclusive environment for CRCs and their research teams. We recognize that attracting a more diverse workforce alone will not necessarily result in a more inclusive environment and that retention and advancement are also key to maintaining a thriving, equitable and inclusive environment. The analysis of the employee engagement survey revealed that Laurier employees perceive EDI as one of three key drivers of positive employee engagement. A large number of Laurier employees also identified that the diversity of the Laurier community does not reflect the diversity of communities within which the campuses are located. There is therefore a recognized need to increase education and support around the experiences of individuals from equity deserving groups. In response to these findings, Laurier commits to increasing the number of resources, and educational opportunities to support a thriving community. This includes a number of different initiatives:
|
Action |
Alignment |
Indicators |
Timeline |
Oversight |
Recruit, select and onboard a Senior Advisor, EDI who will be a tenured faculty member with expertise in EDI and will report directly to the Provost & VP: Academic. This role will support Deans, academics, instructors and researchers in embedding more equitable and inclusive practices. |
Aligns with challenges identified in the environmental scan. In particular, the lack of senior leadership dedicated to coordinating efforts across various units of Laurier to implement policies and practices that address EDI as it pertains to the equity deserving groups and the broader Laurier community |
Senior Advisor, EDI hired
Number of consultations the Senior Advisor has with various departments, units and senior leadership across Laurier |
Recruitment of Senior Advisor, EDI- completed
Onboarding of Senior Advisor, EDI- Winter 2020
Start of consultations by the Senior Advisor- 2020
|
VP, Academic |
|
Embed a specially trained EDI Champion on all CRC candidate selection committees
Require EDI training for all of those involved in decision making regarding CRC allocation, recruitment, retention and advancement |
Aligns with the environmental scan that identified the underrepresentation from specific equity deserving groups within Laurier’s workforce |
Number of EDI Champions trained
100% of decision makers trained
|
Ongoing |
AVP, HR and Equity |
|
Create and roll-out toolkit tailored to researchers (including CRCs) on how to better embed EDI-informed practices into their research teams and research practices (funded by the EDI Capacity Building Grant) |
Aligns with the environmental scan that identified the underrepresentation from specific equity deserving groups within Laurier’s workforce. The goal of this initiative is to empower CRCs to provide opportunities for graduate students, post doctoral fellows, and research associates that belong to equity deserving groups. We believe that promoting EDI in research will ultimately result in better research and nurture a culture of inclusion in Laurier at large |
Number of researchers who have used the toolkit
Toolkit evaluation results
Increased retention and promotion of those from equity deserving groups working on research teams; including student enrolment into further graduate programs at Laurier |
September 2020 |
Senior Advisor, EDI
AVP, HR and Equity |
|
Create and roll-out toolkit tailored to faculty (including CRCs) on how to embed EDI into their recruitment, assessment and promotion practices (funded by the EDI Capacity Building Grant) |
Aligns with employment review, which highlighted the need to update Laurier’s faculty collective agreement. This action addresses the need for better faculty education around EDI, which is critical for encouraging hiring practices aimed at diversifying Laurier’s faculty
Aligns with the environmental scan that identified the underrepresentation from specific equity deserving groups within Laurier’s workforce |
Number of researchers who have used the toolkit
Toolkit evaluation results
Increased recruitment of individuals from equity deserving groups |
September 2020 |
Senior Advisor, EDI
AVP, HR and Equity |
|
Recruit a Strategic Recruitment Consultant to, among other things, evaluate recruitment, selection and employment branding and outreach processes to embed best practices in equity
|
Aligns with the environmental scan that identified gaps in the representation from specific equity deserving groups within Laurier’s workforce
Aligns with the employment systems review, which identified opportunities for improving hiring practices |
Candidate recruitments that engaged the Consultant
Embedding of best practices that enhance all aspects of recruitment (ranging from job postings to onboarding)
Number of equity advocates developed across units/departments within Laurier |
Hiring- completed
Start of best practice incorporation-2020 |
AVP, HR and Equity |
Although Laurier has collected demographic related data for a number of years, the data has only been analyzed using the principles of the Federal Contractors program. The analysis has not been informed through an intersectional approach and data from casual employee groups such as contract teaching faculty (instructors) has not been collected. In conducting the environmental scan, comparative review and employment systems review, it was difficult to gauge the effectiveness of well-intentioned EDI initiatives. Through the Dimensions Pilot Program, Laurier will improve data collection and analysis to allow for the incorporation of an intersectional lens to better understand the lived experience of its CRCs and all members of its community.
The timing of the initiatives launched by the Federal Government to advance EDI was well aligned with Laurier’s institutional goals and strategies. As one of the first institutions to sign the Dimensions Charter and a recipient of an EDI-Capacity Building Grant and Dimensions Pilot Program participant, Laurier has strategically positioned itself to make significant strides towards enhancing EDI. To better understand what changes will have the greatest impact, Laurier needs to better understand its environment and systemic barriers to inclusion. This also includes embedding more contemporary ways of analysing data within an intersectional lens and with more emphasis on different experiences within individual clusters of FDGs. The following table details initiatives that will help address these gaps:
|
Action |
Alignment |
Indicators |
Timeline |
Oversight |
Develop, expand, implement and promote a more contemporary institutional employment equity survey that is available online and easy to update as identity changes. Perspectives from the larger Laurier community (including individuals from across FDGs and 2SLGBTQ+ communities) will be used to develop the new survey
Expand data collection to include contract teaching faculty (instructors) and post-doctoral fellows |
Aligns with the environmental scan and employment systems review that identified the underrepresentation from specific equity deserving groups within Laurier’s workforce and the need to increase the scope of job advertisements
|
New survey developed by working groups for each equity deserving group
Infrastructure in place to allow the survey to be completed/ updated easily online
Response rate of the new survey compared to the previous survey
100% response rate for CRCs |
Survey Development – completed
Online Roll-out for new employees – completed
Institutional roll-out for all employees – Fall 2019
Tracking CRC response rate – January 2020 |
AVP
HR and Equity |
|
Embed applicant self-identification survey into all CRC job postings with expansion to all Laurier postings including faculty and contract teaching faculty (instructors) postings |
This aligns with the employment system review which highlighted that the faculty collective agreement had an inefficient way of collecting applicant equity data (i.e., it was done via email to the Dean). |
Applicant equity survey response rate for CRC positions
New Applicant Tracking System was implemented which invites all applicants for all job postings to self-disclose
Applicant equity survey response rate for all job postings |
CRC applicant equity survey – completed
Applicant equity survey on all postings – Winter 2020 |
AVP, HR and Equity |
|
Develop a Self-Assessment Team as outlined in the Dimensions Pilot Program which specifically looks at the experiences of CRCs through an intersectional lens |
The current environmental scan does not allow for understanding the experiences of CRCs through an intersectional lens. This action will also provide more context on the outcomes of the engagement survey results |
Number of current or past CRCs engaged in the self-assessment team
A collective development of a protocol for gaining intersectional understanding of the Laurier community, including FDGs and 2SLGBTQ+ |
Fall 2019 |
Senior Advisor, EDI |
|
Develop metrics as outlined in the Dimensions Pilot Program to understand barriers to inclusion experienced by CRCs from equity deserving groups and the larger Laurier community |
Aligns with challenges identified during the environmental scan and comparative review. This initiative will provide more context on the lived experiences of Laurier’s CRCs from the FDGs and 2SLGBTQ+ community as well as members of these groups within the broader Laurier community |
Number of metrics specific to the CRC experience
Number of CRCs who participate in providing data |
September 2020 |
Senior Advisor, EDI
AVP, HR and Equity |
|
Increase the EDI knowledge of the ORS staff as it relates to support for CRC, researchers and research teams’ through training
Equip Research Facilitators to better collect qualitative data from CRCs |
Aligns with challenges identified during the environmental scan. As noted in the environmental scan, annual meetings between CRCs and Research Facilitators have not addressed CRCs experiences of Laurier’s institutional environment
Aligns with the comparative review which reveals that annual meetings between CRC’s and Research Facilitators have not involved the use of a standardized interview instrument that makes it possible to compare the experiences of individual CRCs |
100% of Research Facilitators trained to conduct interviews with CRC’s during their yearly meetings (using the newly developed interview instrument)
Interviews conducted with all CRCs
Number of comparative analyses performed to identify variations in CRC experiences |
2019-Development, testing and refinement of interview instrument
2020- Commence use of interview instrument
2020-Comparative analysis based on information collected from each of Laurier’s CRCs via the interviews |
VP, Research
Senior Advisor, EDI
|
As a university, policies and procedures guide Laurier’s operations, its everyday decisions and informal interactions. They inform, and are created by institutional culture and they can simultaneously create both opportunities and barriers to inclusion. The reviews highlighted opportunities to make Laurier’s policies and procedures, even informal ones, more inclusive.
As a unionized institution, many of the policies and procedures related to CRCs as faculty members are jointly negotiated by the Laurier and the faculty association. As such, collective agreement language can be challenging to alter expeditiously to reflect best practices in EDI. With that said, Laurier recognizes that policies and procedures, including informal ones, have great impact of the experiences of its CRCs. Often, the lack of policies and procedures creates less transparency and opens the door to systemic barriers to inclusion. Laurier and its faculty association are both committed to working together to reimagine its policies and procedures through an inclusive lens. These commitments are reflected as follows:
|
Action |
Alignment |
Indicators |
Timeline |
Oversight |
Evaluate and recommend improvements to the WLUFA Full-Time Faculty and Professional Librarians Collective Agreement equity articles and identify systemic barriers for recruitment and promotion of faculty (including CRCs) |
Aligns with the employment systems review. This action addresses the need to eliminate systemic barriers to inclusion of individuals from equity deserving groups and increasing faculty knowledge of equitable hiring and promotion practice. |
Collective agreement updated to reflect contemporary best practices in equitable and inclusive recruitment and promotion practices that are in-line with the CRC requirements
Increase representation of faculty from equity deserving groups at all levels of the institution |
Bilateral Committee created to make recommendations – Completed
Recommendations adopted – Fall 2019 |
VP, Academic
AVP, HR and Equity |
|
Expand the number of units who are using the Diversity Equity Assessment Planning (DEAP) Tool. The DEAP tool provides a framework for units to evaluate their own policies, procedures and practices through an EDI-lens. It will help units evaluate inclusivity, identify areas for growth in EDI, understand issues of representation within their body of employees and develop interventions to address them. There are also particular dimensions dedicated to the research environment |
Aligns with the challenges to promoting more inclusive practices identified in the employment systems review
Aligns with the environmental scan that identified the underrepresentation from specific equity deserving groups within Laurier’s workforce. By addressing EDI issues within smaller units, Laurier can bolster the retention of individuals across the equity deserving groups |
Number of units using the DEAP tool
Number of action plans created through the DEAP tool |
Ongoing |
Senior Advisor, EDI
AVP, HR and Equity
Leaders of various units and departments across Laurier |
|
Alignment of all CRC policies and procedures with the new CRC guidelines including embedding EDI considerations in CRC allocations, renewals and advancement |
Aligns with the outcomes of the employment systems review |
Comparative review indicating that all policies are in compliance |
Completed |
VP, Research |
|
Create a more accessible campus for Laurier faculty, staff and students with diverse disabilities by fulfilling the goals of Laurier’s Accessibility Plan (2016-2019) |
Aligns with environmental scan that shows underrepresentation of individuals with disabilities |
100% of websites compliant with accessibility standards
Number of faculty, staff and students who have completed accessibility training |
Laurier webpages updated with accessibility requirements- Ongoing
Enhancing built environment: clear safe and sufficient lighting on routes across campus, increase accessible fire alarm signals - On-going
Faculty, staff and students who have completed accessibility training-On-going |
Web Renewal Team
AVP, HR and Equity
VP, Finance and Administration
|
Laurier’s current vacancies include four Tier II chairs and one Tier I chair. Over the next two years the university will have one additional vacant chair (Tier II CRC). Some of these vacancies are currently in the process of recruitment. 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.
Based on 13 CRCs, the demographics of Laurier’s current CRCs are in-line with its CRCP targets. Laurier aspires to go beyond these targets to include at least one CRC who identifies as Indigenous and at least one CRC who identifies as a member of the 2SLGBTQ+ community. To meet these aspirational targets, specific consideration will be given to nominating a CRC who identifies as Indigenous in the future.
Federally Designated Group |
CRCP Targets Based on 13 Chairs (Number of Chairs) |
Dec. 2022 CRCP Equity Targets (13 Filled Chairs) |
Dec. 2025 CRCP Equity Targets (13 Filled Chairs) |
Actual Number of Chairs* |
Women |
5 |
5 |
7 |
7 |
Members of Visible Minorities |
2 |
2 |
2 |
* |
Persons with Disabilities |
1 |
0 |
0 |
* |
Indigenous People |
0 |
0 |
0 |
* |
2SLGBTQ+ |
N/A |
N/A |
N/A |
* |
*Note: Numbers less than five are withheld to protect the privacy of CRCs, as per CRCP guidelines.
For additional information please see:
An annual public report coordinated by the ORS and Equity and Accessibility in HR on the outlined action plan is available:
Currently, the allocation of CRCs involves three groups:
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:
Laurier may receive additional CRC positions through:
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 Faculties 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):
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, mentoring, administrative support, and equipment, as applicable).
Units who are successful in applying for a CRC allocation are required to design a recruitment strategy with support from the Equity and Accessibility team in Human Resources and the Office of Indigenous Initiatives that includes:
Recruitment strategies, job advertisement, and evaluation metrics will be reviewed by the Equity and Accessibility team in HR to ensure they are equitable and inclusive. Once finalized, the CRC Review Committee will make a final approval prior to posting or evaluations.
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:
The designated Appointment and Promotion Committee will review applications and develop a short list. The applicant pool should reflect the diversity of the total available pool and the short-list should reflect the diversity of the applicant pool. In meeting with the Appointment and Promotion Committee Chair and Equity Rep, the Dean will review the process used so far, including the equity considerations employed. The Dean will choose to either approve the short-list, extend the competition deadline with additional advertising, or take other measures to widen the diversity of applicant pool. Faculty recruitment, including the interview and evaluation processes are outlined in the WLUFA Full-Time Faculty and Professional Librarians CA. Specifically:
The CRC mid-term review assesses cardholder’s research progress based on the general criteria outlined below and provides constructive feedback, guidance, and course correction, as necessary prior to the CRC Renewal Process.
Applications for mid-term review will be reviewed by the CRC Review Committee. All mid-term review materials should be submitted to the CRC Review Committee no later than the sixth month of the third year for Tier II CRC and the fourth year for Tier I CRC.
Applications will be reviewed using the following general criteria (in no particular order):
Career interruptions and personal circumstances will be carefully considered for delays in research productivity.
Excellence remains the principal criteria for the CRCP in assessing CRC nominations. Excellence will not be limited to its traditional sense and non-traditional career paths and metrics of research (e.g., leadership, applied research, etc.) will be taken into account during the review process.
Examples of practices and actions towards EDI in the research program can include but are not limited to: incorporating best practices in EDI into the recruitment of the research team; ensuring accessibility of research outcomes; taking part in EDI training opportunities; establishing procedures/policies for distributing training and development opportunities for team members; and involving communities and collaborators in your research in meaningful, respectful, reciprocal, and active ways. For additional resources and examples please see: New Frontiers in Research Fund, Best Practices in Equity, Diversity and Inclusion in Research; Laurier’s Research Excellence and Resources website; Laurier’s EDI Inclusive Research Tool on MyLearningSpace; Laurier’s Equity, Diversity and Inclusion website that includes anti-racism resources; and APC EDI training.
The CRC Review Committee provides the assessment of the mid-term review application in written format to the chairholder and the Dean. If the CRC Review Committee finds that the general criteria are not met then the chairholder will be required to outline a written plan for course correction that must be approved by the Dean and the CRC Review Committee. The chairholder will meet with the CRC Review Committee to discuss potential supports to ensure that the planned course correction can be applied prior to the CRC Renewal Process.
· ORS notifies CRC of upcoming mid-term review submission date: six months prior to the mid-term review application deadline.
· Mid-term review application due: the start of the third year for Tier II CRC and the fourth year for Tier I CRC.
· CRC Review Committee reviews the mid-term review application and provides a written assessment to the chairholder and the Dean: within two months of the application submission.
· If a course correction is required, the chairholder will submit a written plan for course correction and meet with the CRC Review Committee: within a month of receiving the written assessment.
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):
Career interruptions and personal circumstances will be carefully considered for delays in research productivity.
Excellence remains the principal criteria for the CRCP in assessing CRC nominations. Excellence will not be limited to its traditional sense and non-traditional career paths and metrics of research (e.g., leadership, applied research, etc.) will be taken into account during the review process.
Examples for practices and actions towards EDI in the research program can include but are not limited to: incorporating best practices in EDI into recruitment of the research team; ensuring accessibility of research outcomes; taking part in EDI training opportunities; establishing procedures/policies for distributing training and development opportunities for team members; and involving communities and collaborators in your research in meaningful, respectful, reciprocal, and active ways. For additional resources and examples please see: New Frontiers in Research Fund, Best Practices in Equity, Diversity and Inclusion in Research; Laurier’s Research Excellence and Resources website; Laurier’s EDI Inclusive Research Tool on MyLearningSpace; Laurier’s Equity, Diversity and Inclusion website that includes anti-racism resources; and APC EDI training
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).
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.
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.
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) allowing an increase in protected time for research. 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/studio space to ensure that they can effectively carry out their research. 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 and approved by the CRC Review Committee. CRC salary stipends are standardized across all units:
Negotiated reference salaries are based on internal comparators within disciplines (considering years past PhD and rank) and are recommended and reviewed by Faculty Relations. Nominees are advised to contact WLUFA as a resource during negotiations.
To ensure no inequalities or anomalies are created for faculty salaries, the Laurier-WLUFA Bilateral Committee on Systemic Equal Pay Issues, monitors starting salaries, promotion timelines and merit applications.
CRC job postings include a statement that recognize the legitimate impact of career disruptions (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.
Appointment and Promotion Committee Chairs and one other member of the Committee are required to have in-person training related to EDI, which addresses career interruptions. To ensure career leaves do not disadvantage applicants Committees are instructed to carefully consider career interruptions and additional support is provided by Equity and Accessibility team in HR throughout the recruitment process to ensure career leaves do not disadvantage CRC candidates.
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-Disclosure 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, 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 an applicant equity survey is not conducted (this process is standard for staff recruitment). Without being specifically prompted at the time of application, applicant equity data is currently very limited as very few applicants disclose directly to the Dean. The majority of Laurier’s CRCs come to the university as external hires, where diversity data is mostly unknown.
Strategies for collecting and protecting applicant equity data include:
Once hired, employees are required to participate in Laurier’s efforts to monitor EDI by completing an employment equity survey. 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.
As outlined in Goal 2a, Laurier has gone through an extensive project to redesign the employment equity survey. The University Employment Equity Advisory Committee’s working groups designed the new survey. These working groups include members from equity deserving groups and their allies. The new survey uses language that those from equity deserving groups use to describe themselves. The intention that is having more reflective language will encourage participation and provide improve data accuracy. Moving the survey online also allows for the survey to be easily updated as identities change (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:
In additional to the various strategies listing above, Laurier also includes an employment equity statement on all CRC vacancies:
Diversity and creating a culture of inclusion is a key pillar of Wilfrid Laurier University’s Strategic Academic Plan and is one of Laurier’s core values. Laurier is committed to increasing the diversity of faculty and staff and welcomes applications from candidates who identify as Indigenous, racialized, having disabilities, and from persons of any sexual identities and gender identities. Indigenous candidates who would like to learn more about equity and inclusive programming at Laurier are welcomed to contact the Office of Indigenous Initiatives at indigenous@wlu.ca. Candidates from other equity deserving groups who would like to learn more about equity and inclusive programming at Laurier are welcomed to contact Equity and Accessibility at equity@wlu.ca.
In keeping with Laurier’s best practices in recruitment and in accordance with the Canadian Research Chairs Requirements for Recruitment guidelines, applicants are encouraged to complete the applicant equity survey.
To obtain a copy of this job posting in accessible format or discuss accessibility during the recruitment process, applicants are encourage to contact accessibility@wlu.ca.
In addition to the required employment equity statement, as outlined in Goal 1f, Appointment and Promotion Committees are also encouraged to embed equity considerations throughout the body of the job advertisement and include EDI-related selection criteria in the requirements section (ex. knowledge of inclusive pedagogical practices, commitment to equity education, experience mentoring a diverse group of students). Including this type of information in the job advertisement helps illustrate that Laurier’s commitment to EDI goes beyond a generic, required equity statement.
To monitor and identify needed supports for CRCs, annual review meetings (completed by Sept. 30 of each year) will be coordinated through the ORS. The annual meeting will be based on the most recent CRC Report submitted to the CRCP on June 30 each year and will be guided by an Interview Instrument (Appendix 1). The meeting will provide CRCs with the opportunity to express concerns outline future development needs and receive mentorship from the ORS as well as others. CRCs will be encouraged to meet with Laurier’s Senior Advisor, EDI if they have any concerns related to EDI; and to review training and educational opportunities available through the Equity and Accessibility Team in Human Resources and the Office of Indigenous Initiatives.
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:
Historically, the university has been successful in retaining its CRCs. Through the monitoring processes outlined above necessary support systems will be identified and provided. As appropriate, support are available to all CRCs though the Senior Advisor, EDI, Office of Dispute Resolution and Support, Human Resources and the Office of Indigenous Initiatives. As outlined in Goal 2d, Laurier expects to better understand retention issues through improved data collection and analysis. This may include uncovering system barriers to inclusion that are currently unknown.
EDI concerns may include complaints, but are also related to questions about the transparency of a process; the efforts to attract a diverse pool of applicants; or how a nomination is in keeping with the institution’s EDI 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 more formal EDI concerns. Any Laurier faculty, staff, student, volunteer, or external persons expressing concerns regarding EDI are encouraged to consult with the Office of Dispute Resolution and Support and/or other sources of support such as the Senior Advisor, EDI, Faculty Colleagues, EDI, Women’s Faculty Colleagues, their Deans, Human Resources and the Office of Indigenous Initiatives. The Office of Dispute Resolution and Support 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 are encouraged and will be carefully considered. Those with recommendations are encouraged to contact the Office of Research Services as a first point of contact. Such recommendations will be recorded and provided to the CRC Equity, Diversity and Inclusion Working Group.
Contact information of the individual who can respond to questions or concerns related to equity and diversity is as follows:
Charity Parr-Vasquez, PhD
Assistant Vice-President Research
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
Postings for CRC positions that are open to internal applicants only, to both internal and external applicants, or to external applicants only are posted publicly on the Laurier Careers website and on this web page. In the exceptional circumstance where a CRC position is filled without a competition, through the Canada Research Chair Program Emergency Retention mechanism, the university will post a statement on this web page that details: the intention to nominate an individual using the emergency retention mechanism; the justification explaining why the emergency retention mechanism is being used (while not disclosing the nominee’s personal information); confirmation that the university’s equity and diversity targets have been taken into consideration in the decision; the name and contact information of the senior level university official who has approved the decision; and the name and contact information of a university representative who can respond to questions or concerns regarding the nomination.
Archived CRC Advertisements Internal
All information collected is kept strictly confidential and secure.
Employment Equity is designed to remove systemic discrimination that has traditionally disadvantaged particular groups of workers, specifically the four federally designated groups: women, persons with disabilities, Indigenous persons and racialized persons. In addition, persons who belong to sexual and/or gender minority groups also face barriers to employment and though they are not federally designated groups, Laurier includes these groups in its proactive Employment Equity practices.
For the purposes of Employment Equity, it is critical that we understand Laurier’s current workforce. The data collected through this survey is used to inform equity practices in order to create and foster an inclusive workplace, and to create employment systems that support the workforce as a whole. The collected information is compared to local and national census data in order to better understand how Laurier’s internal community reflects or does not reflect the external available labour pool and is used for planning purposes to enhance equity across Laurier. More information on Laurier's Employment Equity initiatives can be found on Connect.
About the Survey
This survey is provided to all full-time faculty and full-time and part-time continuing and limited term staff at Laurier and will take approximately three minutes to complete. It is mandatory for you to submit your survey with your Employee I.D. Number when prompted, however responding to questions is voluntary.
This survey tool has passed a Privacy and Security Impact Assessment and is approved for Type 3 data (sensitive data). Survey responses will be kept strictly confidential. This information will be linked to your employment data (e.g. National Occupational Code, unit and employee group) via your Employee I.D. Number for reporting purposes. Reported data will be anonymized for Employment Equity purposes as is evident in the annual Employment Equity Report. A small number of Employment Equity and HRIS staff will have access to your data. Your managers, administrators and other HR staff will not be privy responses without your knowledge and voluntary consent.
Need Help? Should you require any assistance, please contact Dana Lavoie, Employment Equity & AODA Officer with the Diversity & Equity Office at dlavoie@wlu.ca or at extension 4469. If you wish to update your survey, you are able to do so online at any time.
Employees must complete this section.
Your response to the Employment Equity Survey is kept strictly confidential. It is mandatory for your to submit a survey to the Diversity and Equity Office with your Employee I.D. Number, however responding to the questions is voluntary.
Employee I.D. Number:
Please read each question and select all options that refer to you. A person can belong to more than one group.
☐ I do not wish to participate in this survey
1. Gender IdentityDo you self-identify as (choose all that apply):
☐ Woman
☐ Man
☐ Trans
☐ Transgender
☐ Gender variant
☐ Gender queer
☐ Two-Spirit
☐ Another gender, please specify: ______________
☐ I prefer not to answer
2. Sexual OrientationDo you self-identify as a person who is lesbian, gay, bisexual/pansexual, queer, two-spirit or a similar term?
☐ Yes
☐ No
☐ I prefer not to answer
If yes, please click all that apply:
☐ Lesbian
☐ Gay
☐ Bisexual/Pansexual
☐ Queer
☐ Another, please specify: ____________________
☐ I prefer not to answer
3. Indigenous (Aboriginal Peoples)Do you consider yourself to be an Indigenous person in Canada?
☐ Yes
☐ No
☐ I prefer not to answer
If yes, please click all that apply:
☐ First Nation
☐ Inuit
☐ Metis
☐ I prefer not to answer
4. Persons with DisabilitiesDo you consider yourself to be a person with a disability?
☐ Yes
☐ No
☐ I prefer not to answer
If yes, please click all that apply:
☐ Pain-related
☐ Flexibility
☐ Mobility
☐ Mental health-related
☐ Dexterity
☐ Hearing
☐ Seeing
☐ Learning
☐ Memory
☐ Developmental
☐ Another, please specify: _________________
☐ I prefer not to answer
5. Racialized Persons (Visible Minority)Do you consider yourself to be a member of a racialized/visible minority group?
☐ Yes
☐ No
☐ I prefer not to answer
If yes, please click all that apply:
☐ East Asian (i.e. Chinese, Japanese, Korean, Taiwanese)
☐ South Asian (i.e. Indian, Sri Lankan, Pakistani, Afghani, Burmese)
☐ South East Asian (i.e. Vietnamese, Malaysian, Filipino)
☐ Asian, Other background
☐ Black African (i.e. Ghanaian, Kenyan, Somalian)
☐ Black Caribbean (i.e. Jamaican, Bahamian )
☐ Black American
☐ Black Canadian
☐ Black, Other background
☐ Indo-Caribbean (i.e. Guyanese with origins in India)
☐ Latin American (i.e. Argentinian, Mexican, Nicaraguan)
☐ Middle Eastern and North African (i.e. Egyptian, Iranian, Israeli, Palestinian, Saudi Arabian, Turkish)
☐ Mixed Race
☐ Another, please specify: _______________________
☐ I prefer not to answer
6. Consent to be ContactedFrom time to time, the Diversity & Equity Office receives specific requests for participation of designated group members in various university initiatives, programs/services and committee work. Do you consent to having the Diversity & Equity Office contact you regarding your possible interest in participating in any of these initiatives?
☐ Yes
☐ No
Thank you for taking the time to complete the survey.
ID | Chairholder | Start Date | End Date | Term | Agency | Tier | Status |
101741 | Mitchell, Audra | 2018-07-01 | 2025-05-31 | 1 | SSHRC | 2 | Active |
102435 | Akesson, Bree | 2020-07-01 | 2025-06-30 | 1 | SSHRC | 2 | Active |
102434 | Waeger, Daniel | 2020-07-01 | 2025-06-30 | 1 | SSHRC | 2 | Active |
101644 | Melnik, Roderick | 2018-07-01 | 2025-06-30 | 3 | NSERC | 1 | Active |
102699 | Stewart, Frances | 2021-10-01 | 2026-09-30 | 1 | NSERC | 2 | Active |
102844 | Morton Ninomiya, Melody | 2022-07-01 | 2027-06-30 | 1 | SSHRC | 2 | Active |
102338 | Marsh, Philip | 2020-08-01 | 2027-07-31 | 2 | NSERC | 1 | Active |
102757 | Ghamat, Salar | 2023-07-01 | 2028-06-30 | 1 | SSHRC | 2 | Active |
101645 | Leddy, Lianne | 2023-07-01 | 2028-06-30 | 1 | SSHRC | 2 | Active |
100473 | Spring, Andrew | 2023-07-01 | 2028-06-30 | 1 | SSHRC | 2 | Active |
102756 | Baltzer, Jennifer | 2021-11-01 | 2028-10-31 | 1 | NSERC | 1 | Active |
102054 | Embargoed | 2024-07-01 | 2029-06-30 | 2 | NSERC | 2 | Active |
102042 | Embargoed | 2024-07-01 | 2029-06-30 | 1 | SSHRC | 2 | Active |
Last updated: September 2024
Flex moves used
Contact Us:
Contact Charity Parr-Vasquez, Assistant Vice-President Research, 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