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¹û½´ÊÓƵ’s commitment to equity, diversity and inclusiveness is detailed within the university’s Diversity and Inclusiveness Strategy. This applies to all areas of hiring across ¹û½´ÊÓƵ—faculty, including Canada Research Chairs, and staff, as detailed in Goal 4: Institutional Viability and Vitality to recruit and retain a diverse workforce with emphasis on historically underrepresented groups.

The robust Diversity and Inclusiveness Strategy resulted from a wide range of consultations within the ¹û½´ÊÓƵ community. Each part of that strategy has its own governance structure based on a number of factors. At Dal, any initiative specific to the Canada Research Chair Program (CRCP) a requires the approval of the Vice President Research and Innovation, following consultation with Human Resources and the Office of Equity and Inclusion.Ìý

In accordance with the , ¹û½´ÊÓƵ University:

• Provides training on equity, diversity, and inclusion—including instructions on limiting the impact of unconscious bias—to all individuals involved in the chair recruitment process;Ìý

• Provides a copy of the open job advertisement with the paper copy of all nominations (including new, advancements and foreign);

• Collects data regarding applicants to chair positions and active chairholders who self-identify as members of the four designated groups. This data is collected at the time of application, and again during the course of employment, through ¹û½´ÊÓƵ’s annual Be Counted census.

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To protect the privacy of chairholders, numbers less than five and associated percentages have been omitted, in alignment with the .

HR and, when appropriate, the Office of Research Services, monitor equity, diversity and inclusion matters and bring any concerns to the attention of the Provost and Vice-President Academic and, when appropriate, the Vice-President Research and Innovation. This includes recruitment processes, search committees and candidate pools, as well as tracking of targets set by the University and the CRCP.