CRC - Public Accountability and Transparency

Statement of Commitment
Awareness Strategy
Governance Plan for approving CRC EDI Action Plan
Equity Targets
Utilization Spreadsheet
CRC EDI
Action Plan
Report on Action Plan and EDI Progress
Addressing EDI concerns
Policies and Processes that Govern the Staffing of Canada Research Chairs
Advertisements for Chairs 
Assessment Criteria/Grid for Tier 1 CRCs at the University of Manitoba


University of Manitoba Statement of Commitment to Equity, Diversity and Inclusion and the Canada Research Chair Program

University of Manitoba is firmly committed to ensuring equity, diversity and inclusion within the Canada Research Chairs program.  This statement expresses our ongoing commitment to fostering a culture where all people feel valued, respected and included. Three of our institutional priorities, Creating Pathways to Indigenous Achievement, Building Community that creates an outstanding learning and working environment and Forging Connections to foster high impact community engagement in the Strategic Plan guide and direct our approaches to creating an inclusive and diverse environment.

In accordance with our equity, diversity and inclusion priorities, we are committed to ensuring that all Canada Research Chair applicants have fair and equitable access to opportunities throughout hiring, retention and advancement. Racialized persons/persons of colour, Indigenous Peoples, Persons with Disabilities and Women have traditionally and are currently underrepresented in the Canadian workforce.  The University of Manitoba acknowledges that strategies are necessary to ensure that researchers who are members of these groups are better represented among nominations for Canada Research Chair positions.

We all benefit from the social and economic advantages of an inclusive culture by drawing on the skills of all people. The University of Manitoba is committed to improving the governance, transparency and monitoring of equity, diversity and inclusion within the Canada Research Chair program. This includes actions that will support us in making swift progress towards meeting and exceeding our targets, in addition to ensuring that the essential principles of equity, diversity and inclusion are strengthened within the program.

Strategies to Raise Awareness of the University of Manitoba’s commitment and benefits of equity, diversity and inclusion within the CRC program and broader research enterprise.

Strategies as per the University of Manitoba’s Strategic Research Plan:

In addition to the strategies within the Strategic Research Plan, the following strategies are or will be employed to generate awareness of equity, diversity and inclusion:

  • The University of Manitoba’s website on Diversity and Inclusion
  • UCount! 
    • A strong community is about people, and valuing all people within it. At the University of Manitoba, diversity is one of our greatest assets. Building inclusion and equity in our community means supporting all of our employees to succeed, and amplifying the diversity of our faculty and staff students to reflect the diversity of our student population and of our city. At the U of M, our strength lies in people. Let’s build our community together.
    • The U of M believes in the inherent dignity of all people, and the right of all to participate in success at our University. We respect our differences, celebrate our commonalities, and are united in our mutual focus on intellectual achievement. Alexander Kennedy Isbister, made the first donation to the U of M in 1885, of $83,000 and 4000 books. This remarkable act of generosity by Isbister, who was a Métis scholar, educator, lawyer, and author, came with only one stipulation: that the money be used for scholarships and prizes for all who merited them, regardless of sex, race, creed, language or nationality.
      Equity, diversity and inclusion are at the foundation of our University values. We want to build on this strong legacy.
    • We collect data on the representation in our workplace of women, Indigenous peoples, persons with disabilities and racialized persons in order to determine whether those numbers are consistent with those ratios within the larger Canadian workforce. The analysis of this workforce data enables us to identify areas in which there are underrepresented groups. This information will support work to identify and address barriers to creating a more diverse and inclusive community.
    • At the U of M, an inclusive culture benefits everyone. No matter our background, we all have needs for dignity, survival and social contact and inclusion. Building a culture of equity, diversity and inclusion is something we do together as a community. It's important to be informed about the numbers so the information can be incorporated in our actions, plans and decision making. We know that the way people self-identify can change, as well as people's comfort level in providing this information. You can update your information at any time through JUMP, or request a hard copy of the Workplace Diversity Self-Declaration form.
       
  • A boilerplate statement will be added to online stories promoting Canada Research Chair(s):
    • “CRC recruitment and retention is guided by the CRCP’s Equity, Diversity and Inclusion: Best Practices for Recruitment, Hiring and Retention
  • Social media; 
  • Diversity and Inclusion Office provides the following guidance, services and supports:
    • Consultations to faculties, department and units; 
    • Advice on how to connect with the widest possible range network of external partners; 
    • Informational workshops for all levels of staff to help integrate diversity and inclusion into the University’s culture;
    • Tools to assess and monitor the progress towards an inclusive campus culture.
  • The   University of Manitoba recently established a diversity and inclusion working group to advise on a university-wide diversity and inclusion strategy, and encourages departments and faculties to create their own committees;
  • Accessibility and Inclusion Award of Excellence.
  • The Campus Alliance for Diversity and Inclusion (CADI), a university-wide team has recently been created to develop awareness campaigns, educational materials, and programming to combat racism, and other forms of discrimination on our campus. 

Governance plan for the approval of the institutional Canada Research Chair Equity, Diversity and Inclusion action plan

The Office of the Vice-President (Research and International) (VPRI) initiated the development of a working group to respond to the Canada Research Chair Program’s call for an Institutional Equity, Diversity and Inclusion Action Plan for Management of the University of Manitoba’s Canada’s Research Chairs.  The working group is comprised of current Canada Research Chair holders, the Vice-President (Research and International), the Associate Vice-President (Research), the Associated Vice-President (Academic), the Diversity Consultant and members of the designated groups.  Sub-committees were struck to complete an employment systems review and environmental scan in order to provide relevant and meaningful information to the working group.  The Office of Research Services conducted a comparative review that will also inform the overall action plan. The working group will present the action plan to the Vice-President (Research and International) and the Provost and Vice-President (Academic) for approval. The VPRI will be responsible for communicating the objectives of the plan to the university community and will be accountable for the implementation of the plan.

Terms of Reference:
Canada Research Chair Equity, Diversity and Inclusion Action Plan Working Group

The Canada Research Chair Program (CRCP) Equity, Diversity and Inclusion Action Plan requires that institutions develop their own equity, diversity and inclusion action plans that will guide their efforts in sustaining the participation of and/or addressing the underrepresentation of individuals (based on the institution’s equity gaps)  from the four designated groups (FDGs) (women, Aboriginal Peoples, persons with disabilities and visible minorities) – among their chair allocations.  Three key components are required of institutions:

  1. Equity, Diversity and Inclusion Public Accountability and Transparency (October 27, 2017)
  2. Institutional Equity, Diversity, Inclusion Action Plan (December 15, 2017)
  3. Implementation of the action plan in order to meet the equity, diversity and inclusion targets outlined in the institutions action plan (Dec 2017-Dec.2019)

Role of the Working Group
The Canada Research Chair Program: Equity, Diversity and Inclusion Working Group is advisory to the Vice-President (Research and International) and Provost and Vice-President (Academic).  The role of the working group is to:

a) Provide guidance and make decisions with respect to the public accountability and transparency requirements; and,
b) Contribute to the development of an Institutional Equity, Diversity and Inclusion Action Plan.

The Working Group will be assigned a project manager and, if needed, other administrative supports to assist with planning, gathering information, and reporting.

Governance

  • Advisory to the Vice-President (Research and International) and Provost and Vice-President (Academic). 
  • The Working Group will strive for consensus when making decisions.
  • Quorum will constitute half plus one members.

Equity Targets

Utilization Spreadsheet

Utilization spreadsheet (pdf)

CRC Equity, Diversity and Inclusion Practices  

Action Plan (pdf)

Report on Action Plan and EDI Progress 

January 2019

Addressing Equity, Diversity & Inclusion Concerns related to Canada Research Chair processes at the University of Manitoba

1. Concerns received within the CRC recruitment process:
Any equity, diversity and/or inclusion concerns raised or received during the recruitment process will be monitored, addressed and reported by way of the Equivalent Equity Officer (EEO) on each search committee.  Each step of the recruitment process is monitored and approved by the EEO before moving forward to the next step; accordingly, any concerns raised or received will be handled within this process.

2. Concerns received outside of the recruitment process:
Any equity, diversity and/or inclusion concerns raised or received outside of the recruitment process may be monitored, addressed and reported using the following approaches or combination of approaches:

  1. With respect to the Canada Research Chairs (CRCs) Program, concerns may be addressed through the Office of the Vice-President (Research and International) and/or the Office of Research Services;
  2. Concerns that relate to the University of Manitoba Faculty Association (UMFA) Collective Agreement, or by-laws and policies governing faculty are addressed as per the procedures set out in the UMFA collective agreement;
  3. General concerns related to equity, diversity and/or inclusion are addressed via the Respectful Workplace Environment policy and procedures and are monitored and reported as per the procedures

Policies and Processes that Govern the Staffing of Canada Research Chairs 

Policies & Processes for Retention and Recruitment of CRCs
Guidelines for Retention & Advancement (pdf)
Employment Equity
Respectful Workplace and Learning Environment  

Advertisements for Chairs

EXTERNAL SEARCHES

Current

Archive (files open as pdf documents)

INTERNAL SEARCHES    

Archive (files open as pdf documents)

Assessment Criteria/Grid for Tier 1 CRCs at the University of Manitoba

Assessment Grid (2019) for Tier 1 CRCs (docx)


EDI Contact Information
For further information related to equity, diversity and inclusion for the CRC process at the University of Manitoba, please contact:

For general EDI queries:
Valerie Williams
Diversity and Inclusion Facilitator
Human Resources
Diversity & Inclusion Consultant
Valerie.Williams(at)umanitoba.ca
204.474.8371

For CRC related EDI queries:
Gary Glavin
Associate VP (Research)
Equivalent Equity Officer
CRC Search Committees
Gary.Glavin(at)umantioba.ca
204.789.3555