Canada Research Chairs Equity, Diversity, and Inclusion

Equity, Diversity, and Inclusion Commitment Statement

Brandon University is committed to equity, diversity, and inclusion in the workplace and we regard individual merit as the prime criterion for the treatment of current faculty and staff and for the employment of new faculty and staff.  Equity is deeply embedded in our hiring practices and diversity welcomed.  We are committed to the values of openness, fairness, and tolerance.

We are committed to ensuring that candidates are not advantaged or disadvantaged, whether they are from a dominant or marginalized group or based on protected characteristics, as outlined in the Human Rights Code.  By extension, this commitment encompasses the Canada Research Chairs Program and the management of our institutional allocation.

Our Moral and Legal Obligations

Brandon University has a moral obligation to:  provide equity in the workplace; eliminate employment barriers experienced by those in the designated groups; ensure no person is denied employment opportunities for reasons unrelated to qualifications and ability; be inclusive of all community members; enhance employment and economic growth; and promote social justice.

Brandon University has a legal obligation to comply with the requirements of all relevant legislation, such as The Manitoba Human Rights Code, Temporary Foreign Worker Program, The Accessibility for Manitobans Act, as well as internal policies and collective agreements that govern the various groups of faculty and staff.

Our commitment to diversity and equity provides the campus community the opportunity to: serve the needs and expectations of our community better, locally and on a global scale; attract, retain, motivate and develop the best-suited and most qualified people;expand our levels of creativity and innovation for the improvement of decision-making and problem-solving; and be recognized as a socially conscious and progressive university which respects and is inclusive of differences and integrates this diversity into teaching and learning, research, scholarly and creative activities.

Strategy for Raising Institutional Awareness of Equity, Diversity, and Inclusion

Brandon University raises institutional awareness of equity, diversity, and inclusion through a number of ongoing initiatives such as:

  • Collecting information on the Four Designated Groups (FDG) from all new hires to add to our current database.  The data is entered into the Human Resources Information System, which also shows employee response rates.  We continue to communicate with employees on the importance of responding to the FDG survey and ongoing efforts are made to encourage employees to respond.  Brandon University wants to ensure that the makeup of the workforce reflects the makeup of the available labor force.  To achieve this goal, the most accurate FDG data is needed, whether an employee identifies as a member of a designated group or not;
  • Addressing inequities and barriers that employees from equity deserving groups may endure via the Employment Equity Working Group.  Employment equity initiatives are ongoing, and work towards removing barriers to employment that these groups (and others) have faced and continue to face;
  • Ongoing training on faculty and non-faculty recruitment and selection, training on the discrimination and harassment policy and procedures, and training on The Accessibility for Manitobans Act;
  • Through the Diversity and Inclusion Advisory Committee, initiatives such as revising the equity self-identification form, creating FAQs, spearheading and partnering on several awareness events such as Orange Shirt Day, Black History Month, and securing a space for a multi-faith prayer space on campus;
  • Through the Status of Women Committee, initiatives in relation to gender equity such as ongoing public reporting, workshops, mentoring for female faculty members, Employment Equity Working Group, and running events for Women’s History Month and International Women’s Day;
  • Brandon University’s Campus Master Plan and the Indigenization of the Campus; and
  • EDI work via a number of Brandon University Committees such as the President’s Anti-Racism Task Force, BUQueer Committee, and Sexual Assault Advisory Group.

Initiatives specific to the CRC Program include:

  • EDI Training, unconscious bias training, and sex and gender training for anyone or any committee involved in the CRC selection process;
  • Ensuring efforts are made for an appropriate balance of the four designated groups on selection committees;
  • Conducting meetings with selection committees and Deans to discuss EDI requirements and matters;
  • Including EDI information in our all our communications and documents relating to the institutional CRC selection and retention process; and
  • Incorporating universal guidelines for selection committees for recruitment and retention, and exit interviews to learn how Brandon University can improve.
  • Using the CRCP EDI Stipends to advance EDI at Brandon University.  Currently, the institution is using Stipend 2 (of 3) to create an EDI Strategy and Action Plan.  Stipend 1 included a workforce analysis, employment systems review, and surveys/interviews/focus groups to assess the EDI climate on campus.  Stipend 3 will include a communications strategy around the new EDI Strategy and Action Plan, ongoing training, and a cross reference of existing internal and external policies, procedures, and guidelines with the Brandon University CRC policies, procedures, and guidelines.

Governance Plan for Approval of Brandon University’s Equity, Diversity, and Inclusion Action Plan

The plan for the governance of the Canada Research Chairs Equity, Diversity, and Inclusion Action Plan will fall to an ad hoc committee of the Brandon University Research Committee of Senate (SRC), the Brandon University Canada Research Chairs (CRC) Equity, Diversity, and Inclusion (EDI) Committee.  The BU CRC EDI Committee shall be comprised of the following members:

  • Vice-President (Research & Graduate Studies), Chair
  • Diversity and Human Rights Advisor
  • Canada Research Chairs
  • Additional members to ensure diverse representation, if needed
  • Manager of Research Services

The Senate Research Committee shall ensure that the CRC EDI Committee is diverse and efforts will be made to ensure it is representative of the population it serves.

Equity, Diversity, and Inclusion Action Plan

The BU CRC Equity, Diversity, and Inclusion Action Plan will guide Brandon University in its efforts to advance EDI.  The purpose of the Action Plan and its associated objectives is first, to ensure BU sustains or exceed its participation targets for individuals from the four federally designated groups among BU CRC allocations and second, to create a university-wide culture that sustains and encourages equity, diversity, and inclusion across the University community.

Contact Information of Individual Responsible for Implementing Brandon University’s Equity, Diversity, and Inclusion Agenda

The Brandon University Diversity and Human Rights Office takes the lead in developing policies and procedures and undertaking ongoing training to create awareness and to promote equity, diversity, and inclusion.  Questions or additional information relating to CRCP equity, diversity, and inclusion can be addressed via email to Brandon University’s Diversity and Human Rights Advisor, Cheryl Fleming, or via phone at (204) 727-9785.

How Equity, Diversity, and Inclusion Concerns Received by BU are Monitored, Addressed, and Reported to Senior Administration

Concerns related to CRC equity, diversity, and inclusion shall be submitted in writing to the Vice-President (Research & Graduate Studies).  The Vice-President  (Research & Graduate Studies) will bring forward any CRC EDI concerns to the President’s Executive Committee (PEC) for discussion and will respond to matters in consultation with the PEC and the Diversity and Human Rights Advisor.  Matters of communication and ongoing monitoring will fall to the Office of the Vice-President (Research & Graduate Studies) in collaboration with the Diversity and Human Rights Advisor.  The Office of the Vice-President (Research & Graduate Studies) shall maintain all correspondence and files for all formal CRC EDI matters.

Equity Targets and Gaps for Each of the Four Designated Groups

All institutions that participate in the CRC Program are required to develop and submit an 2021–2029 equity target plan to the Program.  These plans require setting equity targets for each of the four designated groups (as applicable), for each of the target deadlines, to lead institutions incrementally, over the period of 2021–2029, to the population–based equity targets.  Institutions with less than five active CRCs must withhold data to ensure the privacy of Chairholders.  Equity data for the CRCP can be found on the CRC website under Equity Targets and Results of Participating Institutions. and the Population-Based Institutional Equity Targets 2021-2029. 

Policies and Procedures that Govern the Staffing of Canada Research Chairs

The policies and procedures that govern the staffing of Canada Research Chair positions at Brandon University as well as equity, diversity, and inclusion are as follows: 

  1. Brandon University Canada Research Chairs Procedures
  1. Collective Agreements
  1. Recruitment Information
  1. Orientation and Onboarding
  1. Human Rights, Anti-Discrimination, and Anti-Harassment
  1. Accessibility and Accommodation

Canada Research Chairs Program Utilization Information

The CRC Utilization Spreadsheet provides details on Brandon University’s CRC allocation and outlines the current status of Chairholders.

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