Canada Research Chair Program
On May 4, 2017, the Canada Research Chairs Program (CRCP) launched its Equity, Diversity and Inclusion Action Plan focused on improving the program’s governance, transparency, and monitoring of its measures and in addressing its long-standing equity, diversity, and inclusion challenges. The 2019 Addendum to the 2006 Canadian Human Rights Settlement Agreement builds on this Equity, Diversity, and Inclusion Action Plan. Statistics related to the CRCP can be found here and information on the Requirements for Recruiting and Nominating Canada Research Chairs can be found here.
Carleton University
Carleton University is strongly committed to fostering diversity within the Canada Research Chairs Program and its entire community as a source of excellence, cultural enrichment, and social strength. We welcome those who would contribute to the further diversification of our University including, but not limited to women; visible minorities; First Nations, Inuit and Métis peoples; persons with disabilities; and persons of any sexual orientation or gender identity and expressions.
The information and documents listed below outline the public accountability and transparency requirements related to the management of the Canada Research Chair allocations at Carleton University.
- Carleton University Commitment Statement
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Carleton University is firmly committed to upholding and promoting its Human Rights Policies and Procedures, approved by the Board of Governors and Senate in 2001, and updated in 2011.
The full document can be found here.
- Strategy for Raising Awareness
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Carleton uses a number of strategies to raise awareness of equity, diversity and inclusion (EDI) in its Canada Research Chair (CRC) program. These begin with the initial allocation of vacant Chair positions. When a CRC position becomes available, interested Faculties must compete for it by submitting a formal written request to the Vice-President, Research and International. A mandatory criterion for this request is that the Faculty provide a detailed description of how the intended field of research will attract a diverse pool of candidates, and the University’s EDI objectives will be advanced through the allocation of the Chair. This emphasis continues throughout the recruitment and hiring process, with mandatory training through Equity and Inclusive Communities for all persons involved, and an Equity Champion actively participating on the hiring committee at every stage of the process. The latter individual raises awareness, ensures that EDI are at the forefront of all discussions and decisions, and carefully documents both process and decision on these matters for the permanent record.
In the broader research ecosystem, Equity and Inclusive Communities runs a year-round EDI awareness poster campaign throughout the University. They provide a suite of education and training programs to promote EDI throughout the university as a whole and targeting specific employment groups. These include faculty, supervisors, and staff. In addition, customized training is provided upon request.
Information on the training programs can be found here.
The University Provost’s Equity Policy Committee is tasked with developing a formal strategy for renewed action in raising awareness of Carleton’s commitment to and the benefits of EDI throughout the Institution, as well as in the context of the Canada Research Chairs Program. This strategy will be published by the end of the 2019 year.
- Governance
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The development of the Institutional Equity, Diversity, and Inclusion Action Plan for Carleton’s Canada’s Research Chairs program is led by the Office of the Vice-President (Research and International) with support from the Office of the Provost and Vice-President (Academic) Faculty Affairs and Equity and Inclusive Communities offices. The Plan will be approved according to the governance processes and practices of Carleton University, will include consultation, and final approval will be provided by Carleton’s President and Vice-Presidents.
- Contact Information
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For information, or to express comments and concerns, about Carleton University’s equity, diversity, and inclusion agenda, or any questions or concerns regarding equity and diversity in the Canada Research Program at Carleton, or the University as a whole, please contact the Director of Equity and Inclusive Communities here.
- Equity, Diversity, and Inclusion Concern Mechanism
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Mechanisms for the Handling of Equity, Diversity, and Inclusion Concerns
Carleton’s Department of Equity and Inclusive Communities responds to and receives concerns and complaints of harassment and discrimination on the grounds of age, race, citizenship, creed (including religious and non-religious systems of belief), disability (incl. mental health and addictions), family status (including pregnancy and care-giver responsibility), marital status, gender identity/expression, sex, and sexual orientation. Discrimination and harassment can occur on the basis of one or more intersecting human rights grounds. A person who believes that she/he has been discriminated against or harassed on the basis of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed/religion, sex, sexual orientation, gender identity, age, marital status, disability, may initiate a request for action or complaint through the Human Rights Conflict Resolution and Complaint Procedure. Upon receiving a human rights complaint, EIC Advisors will assess the complaint for human rights grounds and advise the complainant on next steps. EIC will work with the individual and provide support on a case-by-case basis.
EIC provides confidential and non-adversarial informal complaint services using a variety of alternative dispute resolution mechanisms. Informal resolution procedures could include facilitated resolutions, letter to respondent, training, no contact agreement and other mediatory procedures as agreed upon by the complainant. EIC collaborates with the parties to prevent escalation wherever possible, empower and educate community members as to their rights and responsibilities and assist in the timely resolution of human rights issues. Informal complaints are generally resolved within 12 months (unless exceptions). A complainant may choose to file a formal complaint immediately and not seek informal resolution. Formal complaints entail established timelines, confidentiality, formal written correspondence to the respondent and the investigation of relevant facts. Discipline and Remedies for both procedures are determined by factors unique to each case.
Individual as well as systemic formal complaints of harassment and discrimination may be received by EIC and are resolved in accordance with the university Human Rights Policy. This policy is currently under review: as an interim measure and the Policy’s review, interpretative Guidance is provided in section SA9 of the university’s EDI Action Plan relating to conflict resolution and complaint.
Concerns about equity, diversity, and inclusion can be directed to the Assistant Vice-President and University Advisor, Equity and Inclusive Communities, a member of senior management who reports directly to the Provost.
Ikram Jama, Interim Assistant Vice-President and University Advisor
Equity and Inclusive Communities
Carleton University
T: 613-520-2600, ext 8234
E: ikram.jama@carleton.ca
- Carleton University Equity Targets and Gaps for Each of the Four Designated Groups
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Carleton University Canada Research Chairs Equity Targets and Gaps (as of May 1, 2021)
Results Target (percentage) Target (Actual #) Representation (actual #) Gap (Actual #) Women 27% 6 8 no gap Visible minorities 15% 3 7 no gap Persons with disabilities 4% 1 * * Indigenous peoples 1% N/A * * Carleton University’s Equity Target Plan for 2022-2029 is available to view HERE.
- Advertisements for all active CRC positions
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External Advertisements
- CRC II Data Science and Analytics
- CRC II Health and Wellness
- CRC II, Sustainable Energy and Environmental Economics
- CRC Tier 1 – Politics of Migration and Work
- CRC Tier 1 – Governance and Emerging Technologies
- CRC Tier II – Four (4) CRCs in Smart, Healthy, and Sustainable Communities and Environments
Internal Advertisements
- No postings at this time.
- Archived advertisements for CRC positions
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- Mechanical and Aerospace Engineering (Automation and Autonomous Control for Aerospace Applications) – CRC Tier 2
- Mechanical and Aerospace Engineering (Combustion Emissions Quantification and Reduction) – CRC Tier 2
- Arts and Social Sciences (North American Indigenous Visual and Material Culture) – CRC Tier 1
- Civil and Environmental Engineering (Water Quality) – CRC Tier 2
- Law & Legal Studies (Immigration & Refugee Law) – CRC Tier 1
- Civil and Environmental Engineering (Infrastructure Resilience) – CRC Tier 2
- Assistant Professor, MAE-SCE (CRC) Tier II
- CRC II Software Engineering for Autonomous and Self Adapting Systems – Systems and Computer Engineering
- Systems and Computer Engineering (CRC) – Associate Professor (abridged)
- Systems and Computer Engineering (CRC) – Associate Professor (full)
- Canada Research Chair, Tier II – Economics (Sustainable Energy and Environmental Economics)
- Canada Research Chair, Tier II – Diversity and Politics in Global North Democracies
- CRC II Civil and Environmental Engineering
- Transparency Statement/Posting for Internal Retention
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All CRC positions at Carleton, whether Tier I or Tier II, without exception, are posted externally.
- Canada Research Chairs Program Equity, Diversity, and Inclusion Practices page
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The Canada Research Chairs Program (CRCP) has developed a detailed Equity, Diversity, and Inclusion Practices program. All Universities with Canada Research Chairs are required to adhere to its provisions. Those universities with five or more Canada Research Chairs in their Institutions must comply with all facets of the program. Carleton University is among these, and fully endorses the CRCP’s requirements.
The CRCP Equity, Diversity, and Inclusion Practices are available here.
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