CRC Equity, Diversity and Inclusion Public Accountability and Transparency

The University of Lethbridge shares with the Canada Research Chair Program (CRCP) a vision for equity, diversity and inclusion in this program and beyond. As a component of ongoing eligibility in the CRCP, the Tri-Agency Institutional Programs Secretariat (TIPS) requires that all participating institutions with five or more chair allocations must clearly publish on their websites, by October 27, 2017, information related to the management of their chair allocations. This information will be updated annually by October 31 of each year. Details about the Secretariat's equity, diversity and inclusion public accountability and transparency requirements are available here. The sections below address each of the requirements in turn.

For more information about equity, diversity and inclusion, please visit the following sites:

CRC Equity, Diversity and Inclusion Action Plan

Equity, Diversity, and Inclusion Best Practices for Recruitment, Hiring, and Retention

Unconscious bias training module for individuals involved in the nomination, search, and selection process

 

The University of Lethbridge has a policy on diversity and employment equity available here. It includes this statement: "The University of Lethbridge is committed to achieving and maintaining a fair and representative workplace through the development and implementation of an employment equity plan where diversity is valued and all individuals are provided full opportunity to develop their potential by removing barriers in selection, hiring, development and advancement. In practice, all policies and procedures will ensure that individuals are not denied opportunity for reasons unrelated to merit, and that reasonable accommodations will be made to enable them to participate equitably in all levels of employment. The plan will comply with relevant statutory obligations as well as all University employment contracts and agreements, policies and guidelines."

This policy is to be interpreted as relating broadly to the Canada Research Chairs Program and the institution’s broader research enterprise. The University of Lethbridge is strongly committed to equity, diversity and inclusion in relation to the Canada Research Chairs Program, other Tri-Agency institutional programs, and the entire community. We are proud to have no gaps in our current chair utilization relative to the targets set for our institution for the four designated groups and we are committed to continuing to meet and exceed the equity targets within our portfolio of Canada Research Chairs. This institution is also proud of its deep ties with its Kanai and Piikani First Nations neighbours – based on Blackfoot legend, they gave the university its Blackfoot name “Nato’ohkotok” (Medicine Rock) to indicate the wisdom, knowledge, solidarity, and connection to the land and people of Blackfoot territory. The University of Lethbridge hires on the basis of merit and is strongly committed to equity and diversity within its community. It especially welcomes applications from members of racialized groups, Indigenous persons, women, persons with disabilities, members of sexual and gendered minority groups, and others who may contribute to the diversification of ideas. Additionally, the University of Lethbridge recognizes that researchers have varying career paths and that career interruptions due to personal circumstances can be part of an excellent academic record. Candidates are strongly encouraged to explain any personal circumstances in order to allow for a fair assessment of their outstanding research achievements.

The institution's strategy for raising awareness of its commitment to and the benefits of equity, diversity and inclusion within the CRCP and the broader research enterprise is threefold: 

  1. The University of Lethbridge and its Faculty Association have entered into a Memorandum of Understanding under the collective agreement to form an equity working group. According to the terms: "The parties agree that the Equity Working Group will prepare a report with recommendations on how Equity and Diversity issues at the University can best be identified and addressed, where they are found to exist, with due reference to ensuring that ongoing attention to such issues is paid by appropriate means." This work is ongoing and a report is due soon. A copy of the MOU is here: 
  2. The University of Lethbridge is committed to engaging stakeholders and members of the four designated groups in developing an effective institutional Equity, Diversity and Inclusion Action Plan that will raise awareness of the benefits of equity within the CRCP and the academic appointment process more generally.
  3. The University of Lethbridge Faculty Association has also formed its own Gender, Equity and Diversity Committee which is working with the institution to identify inequities and to devise corrective strategies. 

The Board of Governors of the University of Lethbridge delegates broad authority to senior administrative officers. The most appropriate level of approval for the institutional equity, diversity and inclusion action plan is the President's Executive Committee. Once adopted by this body, the University of Lethbridge Institutional Equity, Diversity and Inclusion Action Plan will be posted in the following section by December 15, 2017.

At the University of Lethbridge the position responsible for implementing the institution's equity, diversity and inclusion agenda and responding to related questions or concerns is the Chief Human Resources Officer. His contact information is as follows:

Mr. Chandra Singh
Chief Human Resources Officer
Human Resources
Office: AH135F (Anderson Hall) 
Phone: (403) 329-2268
Fax: (403) 329-2685
Email: chandra.singh@uleth.ca 

At present, formal complaints related to equity, diversity and inclusion are reported to the contact (noted above) under the institution's harassment and discrimination policy. §8.1 of this policy states that the Associate Vice-President, Human Resources and Administration, "is responsible for preparing an annual report that summarizes the activities of the Consultants in administering this Policy, and provides statistical information on the number of Complaints and the number of resolutions through informal procedures, mediation activities, and investigations under this Policy. The report will also contain the progress made in providing education to University community members in regard to harassment and discrimination prevention. This annual report will be provided to the University President."

Additionally, the collective agreement between the Board of Governors of the University of Lethbridge and the University of Lethbridge Faculty Association (ULFA), set out in the ULFA Handbook, governs all academic appointments. §22.03 of the ULFA Handbook states: "Before claiming a grievance, the grievor shall meet with the President [of the University] or the President of the Association, as appropriate, in an attempt to resolve the issue."

Based on the CRCP's target-setting tool, the current program utilization of 11 chairs (7 NSERC, 1 CIHR, 3 SSHRC) at the University of Lethbridge results in the following institutional targets:
 

Four Designated Groups Target Current Chairs Gap (# of Chairs)
Women 29% 5 No gap
Visible minorities 15% Fewer than 5 No gap
Persons with disabilities 4% 0 N/A
Aboriginal Peoples 1% 0 N/A

 

Currently there are no Canada Research Chair postings for internal retention.