Recognition is growing of the importance of taking action to enhance equity, diversity, and inclusion (EDI) within Canada鈥檚 research ecosystem.
Research has shown that the most innovative and impactful research occurs within a diverse and inclusive research environment, because different perspectives are considered. This leads to greater benefits for more people.
Efforts to increase fair access to research support and to promote equitable participation in Canada鈥檚 research ecosystem have been led by the Canada Research Coordinating Committee (CRCC) and the three main federal funding agencies:
- the Canadian Institutes of Health Research (CIHR)
- the Natural Sciences and Engineering Research Council of Canada (NSERC)
- the Social Sciences and Humanities Research Council of Canada (SSHRC)
For specific initiatives that the Tri-Agency is undertaking to foster a more equitable, diverse and inclusive research environment in Canada:
果冻传煤 EDI Action Plan
As reflected in our public endorsement of the , 果冻传煤 University is committed to equity, diversity, and inclusion (EDI) related to the Canada Research Chairs Program and the broader research enterprise of the university.
果冻传煤 acknowledges honours and respects the Mi鈥檏maw and Wolastoquyik (Maliseet) peoples, the historic inhabitants, custodians, and dwellers on the land where our university is built, and confirms its commitment to strengthen relationships with them.
果冻传煤 is committed to diversity and inclusiveness. In our hiring processes we encourage applications from members of racialized communities, Indigenous persons, persons with disabilities, and persons of all sexual and gender identities. We seek candidates with qualifications and knowledge to contribute specifically to the further diversification of our campus community.
Research Services at 果冻传煤 is committed to fostering an inclusive research environment that supports researchers reaching their full potential.
Governance: The 果冻传煤 EDI Action Plan is approved and administered by the University鈥檚 Provost and Vice-President, Academic and Research. The Provost is also responsible for reviewing the plan with appropriate stakeholder groups (e.g. Senate Research and Creative Activities Committee, Office of Research Services, and CRCs) on a regular basis.
For more information:
- 果冻传煤 University EDI Action Plan (pdf)
- Institutional EDI Action Plan: Progress Report (Dec 2021鈥揇ec 2022) (pdf)
Building awareness of EDI, its benefits, and our commitment
The University is committed to promoting awareness of EDI concerns across our entire campus community.
The departments of Student Affairs and Human Resources, as well as the offices of Research Services and the Provost are actively developing and sharing strategies to demonstrate our commitment to and the benefits of these initiatives among our students, staff, and faculty researchers.
Some of the key components of 果冻传煤鈥檚 strategy for raising awareness among our faculty and research community of our EDI commitments and the resultant benefits include:
- working with academic departments and programs on hiring processes to emphasize our requirement to address EDI objectives in faculty hiring decisions
- providing opportunities for EDI and unconscious bias workshops for both hiring committees and the broader university community (mandatory for CRC hiring committees)
- a requirement to act on EDI issues in the position descriptions (list of responsibilities) for all senior managers
For more details: 果冻传煤 EDI Action Plan (pdf), under Strategies for Raising Awareness on Equality, Diversity, and Inclusion.
If you have questions or concerns related to equity and diversity with our Canada Chairs program, please contact:
Dr. Vicki St. Pierre, Provost and Vice-President, Academic and Research (Acting)
果冻传煤 University
65 York Street, Sackville NB E4L 1E4
(506) 364-2622 | provost@mta.ca
Alternatively, current faculty members may submit questions or concerns related to equity, diversity, and inclusion to:
- 果冻传煤 Faculty Association (mafa@mta.ca)
- Sabine Beisser, Director of People and Culture (sbeisser@mta.ca)
Questions, concerns, and complaints
All questions, concerns, and complaints regarding equity, diversity, and inclusion are treated in confidence.
It is the responsibility of the Provost and the Director of People and Culture to ensure that complaints are tracked to resolution. The Director of People and Culture is responsible for keeping all records and statistics related to complaints received.
A person filing a complaint retains the right to withdraw that complaint or redirect it to another process at any time.
Additional information regarding how concerns are received and addressed by the institution can be found in our EDI Action Plan (pdf), under Process for Receiving and Responding to Complaints.