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Equity, Diversity & Inclusion (EDI) in the Canada Research Chairs Program

CRC positions are filled according to section 23.31 of the University of Winnipeg Faculty Association Collective Agreement and the guidelines governing CRCs as established or amended by the Federal Government.

UWinnipeg’s Employment Equity and Diversity Policy outlines our commitment to employing people without regard to ancestry, including colour and perceived race; nationality or national origin, religion or creed or religious belief, religious association or activity; age; sex, including pregnancy; gender identity, sexual orientation, marital and family status, source of income, political belief, physical or mental disability, or social disadvantage. While remaining alert and sensitive to the issue of fair and equitable treatment for all, The University of Winnipeg has a special concern with the participation and advancement of members from designated groups that have traditionally been disadvantaged in employment: women, racialized communities, Indigenous/Aboriginal peoples, LGBTQS2 and persons with disabilities. We are striving to be an inclusive and welcoming community.

In addition to the Employment Equity and Diversity Policy, the University of Winnipeg has a number of other policies related to equity, diversity and inclusion including our Respectful Workplace and Learning Policy, Service Animals on Campus Policy, and Workplace Accommodation Policy.  A full list of University of Winnipeg policies and procedures, including the Policy Development and Administration Policy which governs how policies are developed and maintained on campus, are located on the Office of Institutional Analysis website.

Equity, Diversity & Inclusion Action Plan

In accordance with the CRC Program’s Equity, Diversity and Inclusion Action Plan, UWinnipeg is committed to addressing country-wide underrepresentation of members of the Government of Canada’s four designated groups (women, persons with disabilities, Aboriginal Peoples, and members of racialised communities) in Chair positions.  The University of Winnipeg Canada Research Chairs Equity, Diversity and Inclusion Plan has been in place as of December 2017.  The Chief Human Resources Officer; Human Rights and Diversity Officer; and the Program Officer, Research Development worked with the UWFA labour management sub-committee on Employment Equity (LMCEE) in the drafting of the 2017 action plan. The UWFA LMCEE consisted of members of various equity groups, current Canada Research Chairs, faculty members, and the Deans of the University's two largest faculties. The plan was then approved by the UWFA LMCEE, the Executive Planning and Priorities Committee, and the President and Vice-Chancellor. Members of the Board of Regents received the action plan for information only.

As part of our institutional commitment to equity, diversity and inclusion in the research environment, the University of Winnipeg has funding to support the development of EDI on campus through increased data management and metrics tracking systems, and campus training and education.  Information sessions on EDI in the broader research enterprise, and within the Canada Research Chair program, will be conducted with deans and department chairs via Faculty Council meetings, and with members of the campus faculty via information workshops. EDI training sessions, which include information about the Canada Research Chairs program and our Action Plan, are also available to departments through the Human Rights and Diversity Office.

2022-2029 CRC Incremental Equity Targets

University of Winnipeg CRC Utilization Spreadsheet

Equity, Diversity & Inclusion Action Plan Progress Report

On an annual basis, the University of Winnipeg will provide a public report on the progress of our institutional CRC Equity, Diversity and Inclusion Action Plan.

Equity, Diversity & Inclusion – Public Accountability and Transparency at the University of Winnipeg

At each stage of planning for recruiting, hiring and retaining Canada Research Chairs the University of Winnipeg is committed to promoting diversity and inclusion.  We strive to be inclusive and remove all biases and systemic barriers so that all researchers have equal access to and can benefit from the Canada Research Chair Program.  The Canada Research Chair Program defines diversity as “differences in race, colour, place of origin, religion, immigrant status, Indigenous status, ethnic origin, ability, sex, sexual orientation, gender identity and age."  The University of Winnipeg ensures the inclusion of all individuals from the program's four designated groups (FDGS):  women and gender minorities, visible minorities, persons with disabilities, and Indigenous peoples.

Learn more about the CRC's Equity, Diversity and Inclusion Practices

Requirements for Recruiting and Nominating Canada Research Chairs

University of Winnipeg Canada Research Chair Advertisements 

2019 Addendum to the 2006 Canadian Human Rights Settlement Agreement

CRC Program Statistics

Questions or Concerns

Questions or concerns related to equity, diversity and inclusion within UWinnipeg's CRC program, or in the University more broadly, can be directed to our Human Rights and Diversity Officer in the Human Rights and Diversity Office. All concerns raised will be addressed in accordance with the Respectful Working and Learning Environment Policy and Procedures.

Should an individual raise a concern with a member of our Research and Innovation Office, the institutional Respectful Workplace and Learning Policy states that a concern brought to an administrator is to be discussed with the Human Rights and Diversity Officer, and the complainant to be advised as such, so this is authorized. Where it is not clearly a Respectful Workplace and Learning Policy issue, the Research and Innovation Office administration will seek permission to share the data, explaining the need to monitor for potential systemic concerns.

The Human Rights and Diversity Office will address concerns on a case by case basis. How a concern is addressed is very much dependent on the concern; however, potential actions include: investigation, mediation, providing additional education, or modifying university practices as appropriate.