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Canada Research Chairs: Equity, Diversity & Inclusion

The Government of Canada and the Canada Research Chairs Program (CRCP) are committed to excellence in research and research training for the benefit of Canadians. McMaster University shares this commitment. Achieving a more equitable, diverse and inclusive Canadian research enterprise is essential to creating the excellent, innovative and impactful research necessary to seize opportunities and for responding to global challenges. For more information, please see the CRCP's Equity, Diversity and Inclusion Practices.

McMaster's Commitment to Equity, Diversity and Inclusion

McMaster University is committed to building a diverse and inclusive community, where the rights of all individuals and groups are protected and all members feel safe, valued, empowered and respected for their contributions to the shared purposes of the University: research and education excellence. Inclusion occurs when systems and structures facilitate full participation by all community members and where members are treated equitably for their contributions. Employment Equity is a key part of our progress towards inclusivity in the employment relationship, and is an ongoing process that identifies, addresses and mitigates barriers in employment policies, practices and procedures.

Strategy for raising awareness within the institution

Employment equity recruitment statement

McMaster's equity targets and gaps for each of the four designated groups

Governance plan for approval of the institutional action plan

Monitoring, addressing and reporting concerns related to equity, diversity & inclusion

McMaster's policies that govern the staffing of Canada Research Chair positions

Canada Research Chair Program utilization spreadsheet

Advertisements for all active chair position postings

Archived CRCP job postings

Public report

Contact information

 

Strategy for raising awareness within the institution

McMaster is committed to building a diverse community and has put in place the requisite resources and programming to enhance awareness of equity, diversity and inclusion. We have undertaken a number of initiatives to raise awareness of our commitment to and the benefits of equity, diversity and inclusion, which relate both to the Canada Research Chairs Program (CRCP) and the broader research enterprise:

a) Confirm McMaster’s commitment to Employment Equity and to identify, address and mitigate systemic discrimination in employment policies, practices and procedures;

b) Establish the responsibility, with respect to Employment Equity, of each person in a position to make or influence employment decisions at McMaster University;

c) Remedy the effects of any past discrimination through the development and implementation of Special Measures and Accommodation of differences; and,

d) Set attainable goals and timeframes to achieve a representative and engaged workforce that reflects the diversity of the local community, and encourage understanding and mutual respect for the dignity and contributions of every person representative of the diversity of the local community.

  • McMaster has an Equity and Inclusion Office  (EOI) which sits within the Office of the Vice-Provost Equity. The EOI works with campus and community partners to ensure that McMaster is a place where all students, staff and faculty are treated equitably and respectfully in all areas of campus life.
  • The Office of the Provost, Human Resources, the Equity & Inclusion Office and other equity-seeking groups and individuals, collaborate to deliver Diversity and Equity training for staff, faculty and students at McMaster. All senior leaders, hiring managers, selection committee members involved in the hiring process, staff and faculty are strongly encouraged to complete diversity and equity training. All personnel involved in the selection of Canada Research Chairs are required to attend training on unconscious bias.
  • To advance employment equity programming at McMaster, an Employment Equity Working Committee was assembled in the summer of 2016 to develop a centralized framework for employment equity. An employment equity census was also undertaken in 2016.  The purpose of the census was threefold:
    • To understand the current composition of our workforce including those involved in research;
    • To identify our areas of greatest need; and
    • To track our progress in working towards an equitable workplace.
  • McMaster’s Employment Equity Report shares immediate and longer-term recommendations emerging from the Working Committee and presents data from the University’s employment equity census. We recognize however that employment equity is about more than numbers. Having a representative workforce becomes meaningful only when the environment encourages inclusivity and fosters success for all groups. As stated in the Report, McMaster recognizes that employment equity is realized as a collection of small changes to attitudes and practices; it is, by its nature, an iterative process. It is also a shared responsibility. Working together to promote employment equity, we will succeed in developing potential, strengthening our community, and multiplying the perspectives from which to answer the most challenging questions facing our world.
  • The University’s Employment Equity website provides information and tools including a description of McMaster’s Employment Equity Framework, and details the process used for the employment equity census and access to training.  Diversity and Equity training is a key component of diverse recruitment, promotion and retention.
  • To further support our commitment to equity, diversity and inclusion, McMaster has established a new position of Vice-Provost, Equity and Inclusion. Working in collaboration with the Vice-Provost, Faculty, the incumbent will play a central role in education and awareness-raising initiatives, with particular attention to faculty.  Together these two positions will ensure a visible presence for and sustained focus on these issues and will support the development and implementation of enhanced recruitment and retention policies.  As maintaining equity is a shared responsibility, these positions will work with senior administration to coordinate and monitor effectiveness of training, workshops, networking events and mentoring programs designed to ensure equitable and inclusive hiring, career progression, recognition and retention practices and supports across the career lifespan.
  • McMaster is revising its policy on Recruitment and Selection of Faculty Members to further ensure faculty recruitment and selection processes embody the principles of equity, diversity and transparency, and encourage the participation of candidates representing the four designated groups. This policy is being revised according to our identified institutional process and will follow the required governance procedures. 
  • McMaster has developed staff hiring guidelines, which detail the benefit of and need for employment equity. The McMaster Staff Hiring Guidelines consolidate the necessary staff hiring tools into one central resource to provide a better understanding of the hiring process, outline best practices in selecting candidates, and provide the resources for additional assistance. The Guidelines outline recruitment and selection processes at McMaster, including roles and responsibilities of all parties involved in the hiring process. The Guidelines also clearly speak to “recruiting for diversity” and provide education on understanding diversity, equity and inclusion at McMaster and challenging misconceptions.  They also raise awareness of unconscious assumptions and rational bias, explain employment laws, the Ontario Human Rights Code and the need for accommodation, and provide tools, including examples of how to provide accommodation and best practices for equitable recruiting.  The Guidelines are provided to all Faculties and Departments who are engaged in recruiting.  A Faculty Hiring Handbook is also in development and will embrace these same principles.  This Handbook will relate to all Faculty hiring, including for the CRCP.

 

Employment equity recruitment statement

McMaster University is located on the traditional territories of the Haudenosaunee and Mississauga Nations and, within the lands protected by the “Dish With One Spoon” wampum agreement.

In keeping with its Statement on Building an Inclusive Community with a Shared Purpose, McMaster University strives to embody the values of respect, collaboration and diversity, and has a strong commitment to employment equity. The diversity of our workforce is at the core of our innovation and creativity and strengthens our research and teaching excellence. The University seeks qualified candidates who share our commitment to equity, diversity and inclusion. While all qualified candidates are invited to apply, we particularly welcome applications from women, persons with disabilities, First Nations, Métis and Inuit peoples, members of visible minorities, and LGBTQ+ persons. 

 

McMaster’s equity targets and gaps for each of the four designated groups

McMaster is committed to an open and equitable process in regard to the Canada Research Chairs Program and the broader research enterprise. This long-standing commitment is particularly evident through the team of research leaders who comprise our CRC Chairholders.  Many of our current CRC Chairholders identify as a member of one or more under-represented groups (Minorities, Persons with Disabilities, Indigenous persons and women).

McMaster’s targets for women and visible minorities as of January 2016 are shown on the CRC website. We take pride in having consistently met institutional targets for CRC Chairholders who identify as women since the 2012-2014 cycle, and for having exceeded institutional targets for Chairholders who identify as members of visible minorities since the first reporting cycle in 2009.  Our numbers pertaining to Chairholders who identify as Indigenous persons or as persons with disabilities have been withheld to protect their privacy.  

At McMaster we have enhanced our efforts to attract and retain a diverse group of high quality researchers including CRC Chairholders. As a result of these efforts we are happy to report that 23 of our CRC Chairholders identify as women, exceeding the target of 22 provided by CRC. Fifteen of our CRC Chairholders identify as being members of visible minorities, well over our CRC target of 11.

While we have achieved great success with our CRC targets and policies, we are aware that true equity is reflected in both numbers and changes to attitudes and practices.  We continue to strive to meet or surpass expectations in every category and maintain a truly diverse complement of Chairholders whose perspectives and leadership strengthen our research enterprise.

 

Governance plan for approval of the institutional action plan

Development of the Institutional Equity, Diversity and Inclusion Action Plan for Management of McMaster’s Canada Research Chairs program is led by the Office of the Vice-President, Research, the Office of the Provost, Human Resources, Faculty representatives, including CRC Chairholders, and members of the designated groups.  Following broad consultation, the Plan will be presented by the Vice-President, Research to McMaster’s President and Vice-Presidents, who are responsible for ensuring employment policies, practices and procedures are consistent with the Employment Equity program, and for the overall achievement of Employment Equity in their respective divisions.  McMaster’s President and Vice-Presidents will provide final approval of the Plan.  Faculty Deans, Associate Deans Research and Department Chairs will be responsible for the day-to-day implementation of the plan and its principles within their respective areas.

 

Monitoring, addressing and reporting concerns related to equity, diversity & inclusion

Concerns related to equity, diversity and inclusion are addressed through McMaster’s Human Rights Program, a confidential program managed by the Equity and Inclusion Office (EOI) within the Office of the Vice-Provost, Equity and Inclusion. This program deals with discrimination, sexual harassment and general harassment complaints. Processes are complainant driven, confidential and available to all members of the McMaster community. EIO administers the University's Policy on Discrimination and Harassment: Prevention & Response (PODH), and Accessibility policies. A resource is available for raising a concern and providing assistance to someone raising a concern under the PODH policy. The process involved in raising a concern or complaint regarding Discrimination, Harassment & Sexual Harassment can be found herePolicies and statements regarding Faculty Appeals, Conduct, Discipline, Grievances, Rights and Responsibilities can be found here

 

McMaster's policies that govern the staffing of Canada Research Chair positions

As Canada Research Chairs are faculty appointments they are governed by McMaster’s Faculty Policies.

These include:

 

Canada Research Chair Program utilization spreadsheet

McMaster’s CRCP utilization spreadsheet outlines how many chair allocations the University has, how many are filled and by which Chairholders (with their term start and end dates), type of flex moves used and which allocations are available. 

 

Advertisements for all active Chair position postings

Advertisements for all active chair position postings for external recruitment processes, which are open to all potential internal and external candidates can be found here.

 

Archived CRCP job postings

Tier 1 CRC in Obesity - July 2017

 

Public report

A public report on the progress made in meeting McMaster's objectives will be posted here by October 31, 2018.

 

Contact information

For questions related to equity and diversity within the CRC Program:

Kathy Charters, Assistant Vice-President, Research Administration
Office of the Vice-President, Research
McMaster University
905-525-9140 Ext. 23735; chartersk@mcmaster.ca

For questions related to equity and diversity within the broader McMaster community:

May-Marie Duwai-Sowa
Employment Equity Specialist
Human Resource Services, Organizational Development
McMaster University
905-525-9140 ext. 24395; duwaisom@mcmaster.ca