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Canada Research Chair Institutional Equity, Diversity and Inclusion Action Plan, 2017 – 2019 Lakehead University

Preamble In 2014, Lakehead University was recognized by the CRC program for having exemplary recruitment, nomination and/or appointment practices that promote equity and diversity. At that time, Lakehead University exceeded equity targets in all of the Four Designated Groups (FDGs). However, due to the small number of CRCs at Lakehead University and the impact a resignation and a retirement have had on our targets, that is no longer the case in 2017. Lakehead University currently requires an additional two women to be appointed as CRCs to meet our equity targets by 2019. The Canada Research Chairs Program has directed all universities “to develop CRC Equity, Diversity and Inclusion plans in collaboration with individuals from each of the FDGs, chairholders, faculty and administrators responsible for implementing the program at the institution”. (CRC Equity, Diversity and Inclusion Action Plan guidelines: http://www.chairs-chaires.gc.ca/program-programme/equity-equite/action_plan-plan_action-eng.aspx . Lakehead University plans to undertake a serious and meaningful review of our institution’s CRC recruitment and retention practices to identify systemic barriers that may be impeding our ability to comply with equity, diversity and inclusion objectives within the CRC program. To be eligible for the CRC program, Lakehead University is expected to make a concerted effort to meet equity and diversity targets by implementing an aggressive management plan for our CRC program, with ambitious objectives, indicators and actions that will enable swift progress towards meeting our targets by 2019. Lakehead University is up to the challenge, and, in response, the Vice-President of Research and Innovation has formed a CRC Equity and Diversity Working Group to guide and provide input into the development of the CRC Equity and Diversity Action Plan. The Committee included Canada Research Chairs; Lakehead University Research Chairs and faculty members (the majority representing the FDGs); Chair of the Senate Research Committee; President, Lakehead University Faculty Association (LUFA), Associate Vice-President, Research and Graduate Studies; Associate Vice-Provost, Aboriginal Initiatives; Director, Research Services; and Director, Office of Human Rights and Equity. The Executive Team Working Group (ETWG) (includes the President, Vice-Presidents, Principal (Orillia Campus), University Secretary and Legal Counsel) is responsible for the approval of the Action Plan. The CRC Equity, Diversity and Inclusion Action Plan will guide Lakehead’s annual CRC Allocation Plan, which will be presented to ETWG each fall with the CRC Equity and Diversity Annual Report on the progress made in meeting Lakehead University’s equity, diversity and inclusion objectives (due October 31st each year and to be publicly posted on the Lakehead University CRC Website). Four Designated Groups (FDGs) and Other Equity-Seeking Groups

The federal Employment Equity Act and the Canada Research Chairs Program require employers to follow proactive employment practices that increase representation of the following FDGs: women, members of visible minorities, Aboriginal (Indigenous) people, and persons with disabilities. The CRC Equity and Diversity Working Group has recommended that Lakehead University acknowledge that

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there are other equity-seeking groups, beyond the FDGs, that are protected under the Ontario Human Rights Code, including lesbian, gay, bisexual, transgendered people and religious minorities. The CRC Equity and Diversity Action Plan therefore uses more inclusive terminology to recognize all equity-seeking groups. Therefore, the term “Equity-Seeking Groups” throughout this document is used and encompasses individuals from the FDGs. CRC Equity, Diversity and Inclusion Statement Lakehead University has a strong commitment to employment equity, diversity and inclusion as stated in Lakehead University’s Diversity Awareness Policy (https://www.lakeheadu.ca/faculty-and-staff/policies/general/diversity-awareness/node/947):

Lakehead University embraces equity and diversity as integral to its academic mission. We encourage and support participation of the widest range of perspectives in our exploration and exchange of knowledge and ideas. An essential component of academic excellence is a truly open and diverse community that actively fosters the inclusion of voices that have been or are underrepresented or excluded. Thus, Lakehead University is committed to fostering a living, learning, and working environment to which all can contribute and within which all can thrive. An environment that fosters equity inspires innovation in teaching, research, scholarship, and service. It enhances wide-reaching opportunities for mentoring. Its diverse communities and varied experience and expertise will make it a welcoming destination for the best and brightest faculty, staff, and students.

Equity, Diversity and Inclusion Objectives and Measurement Strategies Aligned with this commitment, as part of its CRC Equity, Diversity and Inclusion Plan, Lakehead University will implement various measures specific to the recruitment and nomination processes associated with the CRC program to ensure the full participation of equity-seeking groups as defined by the Ontario Human Rights Code (http://www.ohrc.on.ca/en/ontario-human-rights-code ). These include:

Emphasizing to all members of CRC search committees the importance of identifying and attracting excellent candidates from equity- seeking groups;

Ensuring that the Faculty-based CRC Search Committees have appropriate representation from equity-seeking groups;

Prioritizing the recruitment of similarly qualified candidates from equity-seeking groups;

Implementing special measures (see Ontario Human Rights Code, Part II “Special Programs”: (http://www.ohrc.on.ca/en/part-ii-%E2%80%93-interpretation-and-application/special-programs ) whenever necessary to meet CRC equity targets;

Providing an equity and diversity statement in CRC ads, and encouraging self-identification of candidates from equity-seeking groups;

Ensuring that candidates can access any required accommodations during the recruitment process;

Providing human rights training, including training on unconscious bias, to all administrative staff and members of CRC search committees; and

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Ensuring Lakehead University addresses potential systemic barriers affecting the recruitment and retention of CRCs from equity-seeking groups.

In compliance with the CRC Equity, Diversity and Inclusion Public Accountability and Transparency Requirements (http://www.chairs-chaires.gc.ca/program-programme/admin_guide-eng.aspx#equity), Lakehead University has developed the following objectives, action plan and target dates to address the underrepresentation of individuals based on Lakehead University’s equity gaps (https://www.lakeheadu.ca/research-and-innovation/about/canada-research-chairs/lakehead-university-canada-research-chairs---equity-diversity-and-inclusion) among our CRCs from equity-seeking groups. The following performance indicators will be used to measure achievement in meeting the following objectives of the Action Plan:

1. Success in attracting a diverse pool of applicants for each and every new CRC position to be filled.

2. Achievement in meeting our equity targets and goals by December 2019, as set out by the CRC Program.

3. Retention of CRCs at Lakehead University from equity-seeking groups. Objective 1: Enhance institutional commitment to equity, diversity and inclusion within the CRC program Actions:

1.1 Develop an equity and diversity statement related to the CRC's Equity, Diversity and Inclusion Plan to be considered where appropriate for the research sections of the University’s Strategic and Academic Plans (June 2018);

1.2 Continue to foster a working environment for CRCs at Lakehead University that promotes equity, diversity and mutual respect.

1.3 Update Lakehead University’s CRC website to address CRC Equity, Diversity and Inclusion Public Accountability and Transparency Requirements (Oct 27, 2017);

1.4 Publicly share and raise awareness of Lakehead University’s CRC Equity, Diversity and Inclusion Plan (December 2017);

1.5 Approval of the CRC Equity, Diversity and Inclusion Plan by Lakehead University’s Executive Team Working Group (ETWG) (December 15, 2017)

1.6 Development of an equity statement on the Faculty of Graduate Studies website encouraging researchers to consider implementing equity and diversity strategies when recruiting Highly Qualified Personnel as part of their research programs (January 2018);

1.7 Provide regular reports from the VPRI to the ETWG on progress in recruiting a diverse candidate pool for open CRC positions as well as the University’s progress in meeting CRC equity targets through the CRC Equity and Diversity Annual Report (annually in October).

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Objective 2: Enhance awareness of equity, diversity and inclusion in CRC recruitment practices and develop best practices Actions:

2.1 Review Lakehead’s current CRC recruitment practices and update Lakehead University’s CRC Recruitment and Renewal Guidelines to comply with the Accessibility for Ontarians with Disabilities Act (AODA), equity, diversity and inclusion best practices (January 2018);

2.2 Develop a CRC advertisement template that speaks to Lakehead’s commitment to an open and transparent recruitment process and one that encourages applications from all equity-seeking groups (December 2017);

2.3 Widely advertise available CRC positions internationally and to professional societies and associations that engage equity-seeking groups (ongoing);

2.4 When appropriate, retain a Search Consultant to assist with the recruitment of CRCs in areas and disciplines historically under-represented by equity-seeking groups (ongoing);

2.5 Update the terms of reference for all Faculty-based CRC Search Committees and CRC Renewal committees to ensure sufficient representation from equity-seeking groups (December 2017);

2.6 Work with the Office of Human Rights and Equity to provide mandatory human rights and unconscious bias training to all individuals involved in CRC recruitment and nomination processes (ongoing);

2.7 In order to meet equity targets within 18-24 months, implement “special measures” as permitted under the Ontario Human Rights Code (http://www.ohrc.on.ca/en/part-ii-%E2%80%93-interpretation-and-application/special-programs) in order to meet CRC equity and diversity targets (Dec 2017 and ongoing until equity targets met).

Objective 3. Implement a system within the Lakehead University CRC program to collect data and monitor progress in reaching CRC equity and diversity targets Actions:

3.1 Office of the VPRI to prepare and communicate annual reports on meeting equity targets publicly (Lakehead University CRC website) to the CRC program and ETWG (Oct 31 annually);

3.2 The Office of Research Services will collect data from all CRC applicants and nominees using the CRC Employment Equity Self-Identification form (see Appendix C: Self-Identification Form), ensuring confidentiality and privacy in the process (January 2018);

3.3 Equity data collected through the CRC program will be made available to Institutional Planning and Analysis upon request, ensuring confidentiality and privacy in the process (ongoing);

3.4 Monitor progress in reaching CRC equity and diversity targets and implement “special measures” when necessary, including changes to Lakehead University’s CRC Equity, Diversity and Inclusion Action Plan (ongoing);

3.5 Submit a copy of the open job advertisement with the paper copy of all nominations submitted to the CRC program (April 2018 and ongoing);

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3.6 Create an archive of all CRC job advertisements on the Lakehead University Public Accountability and Transparency website (ongoing); and,

3.7 Establish a standing CRC Equity and Diversity Advisory Committee (see Appendix A: Terms of Reference for the CRC Equity and Diversity Advisory Committee) that will meet annually to review progress in meeting the objectives outlined in this Action Plan, including success in meeting CRC Equity and Diversity Targets. Should the CRC Equity and Diversity Advisory Committee not see progress in meeting the objectives and targets outlined in this plan, it may undertake an assessment of the University’s overall recruitment and retention strategy for equity-seeking groups by reviewing CRC advertisements, CRC Search Committee minutes and meeting materials, etc. If any systemic barriers are identified, the CRC Equity and Diversity Advisory Committee may recommend that the VPRI implement new “special measures”, policies or procedures to correct the problem. The Committee may also wish to survey candidates for CRCs about their experiences with the recruitment process at Lakehead University, and what could be done to ensure that a more supportive process for all equity-seeking groups is achieved.

Objective 4. Ensure Lakehead’s work environment is supportive for the recruitment and retention of CRCs from all equity-seeking groups. Actions:

4.1 The CRC Equity and Diversity Advisory Committee to survey CRCs as part of the CRC Annual Report to assess employee satisfaction and the impact that this may be having (either positive or negative) on our ability to meet and sustain our equity targets (ongoing).

4.2 Document and communicate updated CRC processes in the Action Plan related to the management of CRC allocations (Dec 2017).

4.3 Identify unique challenges associated with recruiting a diverse pool of candidates from equity seeking groups. Where possible, develop mitigation strategies to improve our ability to meet Lakehead University’s CRC equity and diversity targets. (ongoing).

4.4 Explore institutional retention strategies and mechanisms for Tier 1 and Tier 2 CRC holders (including those from equity-seeking groups) completing their second term (April 2018).

4.5 Work with faculty deans to develop mentorship opportunities for promising Early Career Researchers and Tier 2 CRCs in their second term (from equity-seeking groups) that may be eligible for upcoming CRC opportunities (ongoing).

4.6 Encourage CRCs to play a leadership role in promoting STEM careers to women and other equity-seeking groups through outreach initiatives in high schools, etc. (ongoing).

4.7 Promote and celebrate successes of all CRCs. (ongoing). 4.8 Add the following link to Lakehead University’s CRC Website for enquiries related to equity

concerns and complaints: Office of Human Rights and Equity (https://www.lakeheadu.ca/faculty-and-staff/departments/services/human-rights-and-equity).

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1) Management of Canada Research Chair Allocations

The recruitment of Canada Research Chairs follows the processes and procedures already in place at Lakehead University to ensure equitable and transparent recruitment for all faculty at Lakehead University as set out in the Lakehead University Faculty Association (LUFA) Collective Agreement. The decision-making process for managing CRCs, as detailed in this Action Plan, are in addition to the recruitment processes and procedures in the LUFA Collective Agreement. Management of CRC Allocations Should a new CRC be allocated to Lakehead University through the CRC Reallocation Process (http://www.chairs-chaires.gc.ca/program-programme/allocation-attribution-eng.aspx ) or should an existing CRC become vacant as a result of a resignation, non-renewal, or completion of a final CRC term, all CRC positions will be returned to the central pool for reallocation. The VPRI and PVPA will launch, as required, CRC Calls for Proposals to identify research areas for vacant CRCs. All academic units and Senate-approved research centres can submit a proposal through a faculty. Multi-faculty proposals are encouraged. Faculty deans are responsible for reviewing, ranking and submitting the proposals to the VPRI describing their recommendations, based on the priorities in the Strategic Research Plan (SRP) and faculty priorities. Proposals will be evaluated by the Canada Research Chairs Advisory Committee (CRCAC), and will use criteria aligned with CRC and SRP priorities. The CRCAC will forward their recommendations to the VPRI and PVPA, who will take into consideration the deans’ recommendations and make the final decision as to the research area where a new CRC will be allocated. In order to meet equity targets or to backfill in an area of research capacity left vacant as a result of a resignation, the VPRI and PVPA may make the decision to allocate a CRC without a call for proposals. The relevant faculty dean will be consulted in such cases. CRC advertisements will use language that is inclusive, ungendered and unbiased. Advertising will also encourage applicants to describe the potential impact of career interruptions related to code protected grounds such as family status, citizenship or disability:

Lakehead recognizes that often publicly unacknowledged achievements add value to the scholarly activities of the University and thus takes into account the diverse experiences of applicants and the many forms that scholarship can take. Also, candidates who may have had alternate career paths or career interruptions, as a result of personal circumstances, are strongly encouraged to explain any of these circumstances to ensure a fair assessment of their outstanding research achievements.

The following Lakehead University equity statement will be incorporated into all CRC ads:

Lakehead University is strongly committed to equity and diversity within our community and developing an inclusive work environment that reflects the diversity of the broader populations that we serve. All qualified candidates are encouraged to apply. The University welcomes and encourages applications from qualified individuals from equity-seeking

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groups, including women, members of visible minorities, Indigenous persons, persons with disabilities, persons of any sexual orientation, gender identity or gender expression. We encourage members of equity-seeking groups to self-identify by completing the optional self-identification form and attaching it to their CRC application; the information collected will be used for employment equity purposes and will be kept confidential. Please note that the CRC Program imposes no restrictions on nominees with regard to nationality or country of residence; however, applicants should indicate current citizenship status.

When advertising for a Tier II CRC, a statement explaining the CRC Tier II eligibility criteria will be included (see Appendix B: Template for CRC Advertisements). A Faculty-based Search Committee will be established following the LUFA Collective Agreement, and adding a representative from the VPRI (normally the Director, Research Services) as a non-voting member and to provide support to the committee. The Faculty-based Search Committee will have representation from equity-seeking groups, complete training in equity and unconscious bias, be made aware of any equity gaps among Lakehead University’s CRCs as per the CRC target-setting exercise, and be provided with a copy of Lakehead University’s CRC Equity, Diversity and Inclusion Action Plan. The Search Committee will use the CRC criteria as the basis for their decision-making. The faculty dean(s) will be responsible for negotiating an offer prior to the CRC nomination deadline, in a process coordinated by the VPRI and PVPA. The VPRI and PVPA will ensure that equity-seeking groups are not disadvantaged in these negotiations. The Office of Research Services will work with the CRC candidate to complete the nomination application following an accepted conditional offer for a CRC. CRC Renewals The VPRI and faculty dean will undertake a mid-term review of all CRCs appointed in their first term after April 2018. The VPRI will notify CRCs in writing eighteen months in advance of their CRC end date that their term is coming to an end and is subject to Lakehead University’s CRC Renewal Procedures. If a CRC is willing to be renewed, they must request approval from the VPRI and PVPA. The CRC submits to the VPRI a CRC Renewal Application that includes a Performance Report highlighting their productivity and achievements in meeting the objectives set out in their original CRC Research Plan. These objectives, including the CRC Renewal Criteria, will be used to decide if a CRC should be renewed or not. A CRC Renewal Committee will be responsible for reviewing the application for renewal and submitting their recommendations to the VPRI and PVPA. The VPRI and PVPA will make the final decision on whether a CRC is renewed, taking into account Lakehead University’s strategy to address any equity targets and gaps in representation from equity-seeking groups. The Office of Research Services will work with the CRC candidate to complete the nomination application following an accepted conditional offer for a CRC. Canada Research Chairs Advancement Lakehead University will only consider opportunities for advancing current Tier II CRCs to Tier 1 CRC opportunities as part of its gender equity and diversity strategy within the CRC program in

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accordance with CRC Guidelines for Ensuring a Fair and Transparent Recruitment and Nomination Process (http://www.chairs-chaires.gc.ca/program-programme/equity-equite/recruitment-recrutement-eng.aspx ). For an advancement to be possible, there must be an open Tier II CRC that can be combined with another Tier II CRC or a Tier 1 CRC must become available. If a CRC from an equity-seeking group is interested in advancement, an internal review process that mirrors the renewal process will be used to determine if such an advancement nomination meets the Tier 1 program criteria. The final decision for advancing a CRC Tier II to a CRC Tier 1 will be made jointly by the VPRI and PVPA. Loss of Chairs due to CRC Re-allocation Process In the case where a Chair is lost due to the CRC re-allocation process, the Vice-President Research and Innovation (VPRI) and the Provost and Vice-President Academic (PVPA) will decide which CRC will be returned. The VPRI and PVPA will also decide to give back unoccupied Chairs or to use the CRC deactivation funding mechanism using a sliding scale of decreasing support (100-50-0) on active Chairs. The faculty deans will also be consulted. In order to minimize the impact on current CRCs, the following criteria will be used:

Availability of vacant chairs

Use of flexibility corridor

Portion of term left

Financial impact on the Department, Faculty and University

Impact on Chair’s research activity, and alignment with the Strategic Research Plan’s priorities and objectives

Impact on students and other personnel Institutional Support for CRCs Lakehead University strives to provide significant institutional support to ensure CRCs have the time, infrastructure and resources to succeed. Lakehead University provides a competitive salary and benefit package (in accordance with LUFA’s Collective Agreement and CRC program guidelines). CRCs at Lakehead University also receive a CRC stipend in addition to their regular salary. In addition, Tier II CRCs will receive an annual research grant for eligible research costs based on funding available within the CRC program. Furthermore, CRCs are released from the majority of their teaching responsibilities to dedicate the majority of their time to research; they are expected to teach no more than 1FCE per year. New CRC nominees are provided with access to the CFI JELF based on infrastructure requirements that are justified and substantiated; CRC renewals do not receive a CRC JELF award at the time of their renewal, but are encouraged to access the JELF through the internal open competitions held once per year. Faculty deans are encouraged to provide additional financial support to establish a robust package that will successfully launch a new CRC’s research career. The balance of funding for the CRC is provided by the University. CRCs will be released from major administrative roles within the University in order to dedicate the majority of their time (60%) towards research in order to increase their research productivity. CRCs will follow the promotion, tenure and renewal (PTR) procedures in the LUFA Collective Agreement.

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Training and Development Activities Training and development activities related to unconscious bias, equity, diversity and inclusion for administrators and faculty involved in the recruitment and nomination processes for CRC positions (i.e., senior administrators, research administrators, selection committee members, faculty deans, department chairs, etc.) will be mandatory as required by the CRC program. All members of CRC Search Committees will be required to complete the required CRC Unconscious Bias on-line training tutorial. In addition, supplementary training will be provided by the Office of Human Rights and Equity as required. In addition, members of Lakehead University CRC faculty search committees are required to complete the Ontario Human Rights Commission Human Rights 101 on-line training (LUFA Collective Agreement Letter of Understanding #15) which can be found at: https://lufa.org/agreement/.

2) Collection of Equity and Diversity Data

Lakehead University currently does not have the systems in place to collect equity and diversity data from equity-seeking groups. As part of the CRC Equity, Diversity and Inclusion Action Plan, the Office of Research Services, the Office of Human Rights and Equity and Human Resources have developed an optional CRC Employment Equity Self-Identification Form to be used when recruiting new CRCs (see Appendix C). CRC advertisements will encourage equity-seeking groups to complete the CRC Self-Identification Form by explaining that the information will be collected by the Office of the VPRI, will be treated as confidential, and will only be used for employment equity purposes and reporting to the CRC program. The data collected will also be used for monitoring our progress in meeting the objectives of this plan, namely to determine if Lakehead University’s recruitment procedures are attracting a diverse candidate pool from equity-seeking groups for new CRCs; this is one of the key performance indicators identified for this plan. Successful candidates will also be encouraged to self-identify as part of Lakehead University’s data collection strategy to monitor our progress in meeting equity and diversity targets. Successful candidates will be assured that this data will be treated confidentially and will only be used for reporting and monitoring related to meeting our equity targets. The Office of Research Services will be responsible for collecting equity data for reporting purposes and will put in place safeguards to ensure it is stored and treated confidentially.

3) Retention and Inclusivity Lakehead University believes that we are providing CRCs (including those from equity-seeking groups) with a supportive and inclusive workplace environment, but we acknowledge that to date, given the small numbers of CRCs at Lakehead, a formal employee satisfaction monitoring program has not been implemented for CRCs. CRCs surveyed as part of the process taken to develop the CRC Equity, Diversity and Inclusion Action Plan have indicated that Lakehead University supports CRCs very well by providing outstanding support services through the Office

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of the VPRI, and they appreciate the release time from teaching afforded to them as a result of the CRC program. They indicated that they were made to feel very welcome when they arrived, and they appreciated the benefit of having a house-hunting trip provided by the University, as well as assistance with moving costs. A number of the CRCs also indicated that the new research space created for CRCs in the Centre for Advanced Studies in Engineering and Sciences (CASES) will have a positive impact on retention of CRCs at Lakehead. The CRC Equity and Diversity Working Group also commended the University for having a policy allowing for the advancement of Tier II CRCs to Tier 1 CRCs (contingent on availability of vacant chairs). However, they did recommend that Lakehead University review increasing the level of support in the following areas:

Provide all CRCs with better packages that include competitive start-up grants (CRC-CFI JELF grants), operating grants and salary;

Develop a formal orientation program for new CRCs that includes a research mentor to assist with the transition to a new city and university;

Continue the momentum achieved in enhancing the culture of research and innovation at Lakehead University and continue raising awareness of the important role CRCs and their HQP play in increasing the university’s reputation, locally, nationally and internationally;

Continue to implement systems and processes that will reduce administrative burdens for CRCs (i.e. REB reciprocity agreement with hospital);

Implement an exit interview that would be conducted for every CRC who is not retained at Lakehead to help identify any systemic barriers or equity and diversity issues that contributed to their decision to leave;

Ensure the renewal criteria for CRCs are clearly stated in their letters of offer and implement a mid-term review program for all CRCs to better communicate expectations; and,

Clarify the community service expectations for CRCs going through the promotion, tenure and renewal process.

Lakehead University is supportive of advancing a Tier II CRC to a Tier 1 CRC for purposes of meeting our CRC equity and diversity targets (if an empty chair is available) and as allowed by the CRC program following the CRC Guidelines for Ensuring a Fair and Transparent Recruitment and Nomination Process. This policy enables the retention of CRCs from equity-seeking groups.

Complaints from chairholders/faculty related to equity or discrimination within the program are directed to the Office of Human Rights and Equity. All information shared with the Office of Human Rights and Equity is confidential. The three main functions of the Office of Human Rights and Equity are i) policy development, research and advisory services; ii) outreach and education; and iii) complaint processing and resolution. The Office of Human Rights and Equity through its various policies and mandate would work to resolve all complaints filed. Such concerns/complaints would be monitored by the Office of Human Rights and Equity and reported regularly to the Executive Team Working Group.

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Any concerns/complaints regarding management of the institution’s chair allocations would be reported to the VPRI. If the matter is not resolved by the VPRI to the satisfaction of the complainant, they would be directed to submit their complaint to the University President.

The contact information for the Office of Human Rights and Equity and the Office of the VPRI is provided on the Lakehead University CRC website.

References: The Government of Canada and the Canada Research Chairs Program are both committed to excellence in research as well as in research training for the benefit of Canadians. The achievement of a more equitable, diverse and inclusive Canadian research enterprise is also vital to the creation of excellent, innovative and impactful research that is necessary to seize opportunities and for responding to global challenges. Therefore, the program is committed to the Federal Government’s policies related to non-discrimination and employment equity. 15th Year Evaluation Final Report Canada Research Chairs Administration Guide Equity, Diversity and Inclusion Action Plan Website: Lakehead University CRC – Equity, Diversity and Inclusion

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Appendix A: Terms of Reference for the CRC Equity and Diversity Advisory Committee

CRC Equity and Diversity Advisory Committee

Terms of Reference

Mandate:

1. To advise and guide the Vice-President Research and Innovation on Lakehead University’s implementation of the CRC Equity and Diversity Action Plan.

The CRC Equity and Diversity Advisory Committee will meet at least once a year (September each year) to review the CRC Equity and Diversity Annual Progress Report).

2. To make recommendations to the Vice-President, Research and Innovation (VPRI) as to how to

best ensure Lakehead University reaches and/or maintains its equity targets within the CRC program, including changes to the strategies in the CRC Equity and Diversity Action Plan.

3. To monitor Lakehead University’s progress in achieving CRC equity targets by providing input

and advice on Lakehead University’s CRC recruitment processes and procedures, retention and advancement strategies as they relate to equity and diversity.

4. If Lakehead University is not making progress in meeting the objectives and targets outlined in

the CRC Equity and Diversity Action Plan, the Advisory Committee may undertake an assessment of the University’s overall recruitment and retention strategies for equity seeking groups by reviewing CRC advertisements, CRC Recruitment Committee Minutes, and meeting materials, etc.

5. To make recommendations to the VPRI to implement special measures, policies, and/or

procedures to correct any problems including systemic barriers.

6. Upon request by the VPRI, to provide input regarding new CRC allocations or internal advancement before Chairs become available to ensure equity and diversity targets are reached and/or maintained.

7. To survey candidates for CRCs about their experiences with the recruitment process at Lakehead University, and to make recommendations to the VPRI to ensure a supportive process for all equity seeking groups is achieved and maintained.

Composition:

1. Associate Vice-President, Research and Graduate Studies (Chair) 2. Director, Office of Research Services (non-voting)** 3. Director, Office of Human Rights and Equity (non-voting)**

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4. 6 faculty members, at least 4 of whom self-identify as members of an equity-seeking group. 5. President of LUFA or designate 6. Associate Vice-Provost Aboriginal Initiatives 7. Chair, Senate Research Committee 8. Administrative Assistant to the CRC Equity and Diversity Advisory Committee to be appointed

by the VPRI (non-voting)**

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Appendix B: Template for a Lakehead University CRC advertisement Lakehead University Tier 2 Canada Research Chair (CRC) in _______________________

Lakehead University invites applications from qualified scholars for a Tier 2 Canada Research Chair in the general area of _____________________________________. (For Tier 1 CRCs) Tier 1 CRCs are for outstanding researchers acknowledged by their peers as world leaders in their fields; the Chair is tenable for seven years and renewable once, (For Tier 2 CRCs) Tier 2 Chairs are for exceptional emerging researchers, acknowledged by their peers as having the potential to lead in their field; the Chair is tenable for five years and renewable once. The successful candidate will have demonstrated potential (Tier 2) or track-record (Tier 1) and competence to lead an internationally recognized independent program of research that will contribute to ____________________________________________________________________. This tenure-track appointment will be at the rank of Assistant or Associate Professor. Lakehead University requires the candidate to have a completed PhD, an innovative and original research program, and a high potential to attract external funding and collaborations within and outside of Lakehead University. A demonstrated ability to teach effectively and supervise graduate students is also expected. The successful candidate will enhance interdisciplinary research and training and attract, develop and retain excellent students and future researchers. The successful candidate will be provided with modern laboratory facilities and new state-of-the-art research equipment including ____________________________________________________________. Lakehead University is a comprehensive University with a reputation for innovative academic programs and leading-edge research. With two campuses, located in Thunder Bay and Orillia, Lakehead has over 8,600 students, over 30 graduate programs (both Masters and PhD), 2,250 faculty and staff (https:www.lakeheadu.ca) and external research funding that has increased 138% in the last 15 years. Lakehead is proud to have been ranked Canada’s Research University of the Year three consecutive years in a row (RE$EARCH InfoSource 2015-2017). Research excellence is the foundation for providing an exceptional and unconventional student experience, for training research leaders of tomorrow, for creating a vital environment for scholarship and for building partnerships with our regional and global communities – including the private sector, government and other sectors. Research excellence and teaching are inextricably linked at Lakehead University and we are committed to excellence in both areas. Aligned with our Strategic Plan (https://www.lakeheadu.ca/presidents-office/nurturing-passion ), we are actively recruiting top-tier scholars to enhance and grow our research and innovation capacity.

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(For Tier 2 CRCs – eligibility statement) In accordance with the regulations set for Tier 2 Canada Research Chairs (www.chairs-chaires.gc.ca), Tier 2 Chairs are intended for exceptional emerging scholars with less than 10 years of experience as an active researcher in their field at the time of nomination. Applicants who are more than 10 years from having earned their highest degree (and where career breaks exist, such as maternity, parental or extended sick leave, clinical training, etc.) may have their eligibility for a Tier 2 Chair assessed through the program’s Tier 2 justification process; please contact the Office of Research Services (www.lakeheadu.ca/research-and-innovation/research-services ) for more information. Please consult the Canada Research Chair website for full information, including further details on eligibility criteria: www.chairs-chaires.gc.ca/program-programme/nomination-mise_en_candidature-eng.aspx . Lakehead recognizes that often publicly unacknowledged achievements adds value to the scholarly activities of the University and thus takes into account the diverse experiences of applicants and the many forms that scholarship can take. Also, candidates who may have had alternate career paths or career interruptions as a result of personal circumstances, are strongly encouraged to explain any of these circumstances to ensure a fair assessment of their outstanding research achievements. Lakehead University is strongly committed to equity and diversity within our community and developing an inclusive work environment that reflects the diversity of the broader populations that we serve. All qualified candidates are encouraged to apply. The University welcomes and encourages applications from qualified individuals from equity-seeking groups, including women, members of visible minorities, Indigenous persons, persons with disabilities, persons of any sexual orientation, gender identity or gender expression (http://www.ohrc.on.ca/en/ontario-human-rights-code). We encourage members of equity-seeking groups to self-identify by completing the optional self-identification form and attaching it to their CRC application; the information collected will be used for employment equity purposes and will be kept confidential. Please note that the CRC Program imposes no restrictions on nominees with regard to nationality or country of residence; however, applicants should indicate current citizenship status. To alleviate the under-representation of women in CRC positions at Lakehead University, priority in hiring will be given to qualified women who self-identify as such in the application process. This initiative is a special program under the Ontario Human Rights Code. A complete application as one electronic pdf file consists of a cover letter, curriculum vitae (including a list of publications and external funding), a five-year CRC research plan, three letters of reference (must adhere to the CRC Conflict of Interest guidelines) and the self-identification form (optional but recommended for candidates from equity-seeking groups). Complete applications are to be directed via email to:

Office of the Vice-President Research and Innovation Lakehead University 955 Oliver Road, Thunder Bay, Ontario, P7B 5E1 Tel. 807-343-8201 E-mail: vpresearch@lakeheadu.ca

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The Lakehead University Canada Research Chairs Search Committee will begin the first review of applications on __________________________. If you have questions about the CRC program at Lakehead University, please contact Dr. Andrew P. Dean, Vice-President Research and Innovation by email: vpresearch@lakeheadu.ca or by telephone at 807-343-8201. Please note that only those selected for an interview will be notified. The successful candidate will be nominated for a Tier 1/2 CRC in the _________________nomination cycle.

Lakehead University is committed to providing an inclusive and barrier free experience to applicants with accessibility needs. Accommodations are available for all applicants with disabilities throughout the recruitment process. Should an applicant require accommodations for interviews or other meetings, please contact Human Resources at (807) 343-8334 or by emailing human.resources@lakeheadu.ca.

Appendix C: Lakehead University Self-Identification Form for Equity-Seeking Groups

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We encourage members of equity-seeking groups to self-identify by completing the optional self-identification form and attaching it to their CRC application; the information collected will be used for employment equity purposes and will be kept confidential. SECTION A – Contact Information (this section is optional) Surname or family name: Given name and initials: Telephone: Email address: First Language: Religion: SECTION B – Self-identification form (this section is mandatory)

1. Please check the box(es) that best describes you:

☐ Woman

☐ Man

☐ Gender fluid and/or non-binary. Please specify (optional):

☐ I prefer not to answer at this time 2. Do you identify as an Indigenous person, that is, First Nations (North American Indian), Métis, or Inuit? Note: First Nations include Status and Non-Status Indians.

☐ Yes. Please specify (optional):

☐ No

☐ I prefer not to answer at this time. 3. Do you identify as a racialized person? (Note: Racialized replaces the term visible minority and refers to those of non-European racial origins who do not identify as Indigenous. This includes by racial origin African or Arab, East Asian, South Asian, South-East Asian, Latin American, person of mixed origin (with one or both racialized parent).

☐ Yes. Please specify (optional):

☐ No

☐ I prefer not to answer at this time. 4. Do you identify as a person with a disability? Note: A person with disabilities is a person who has a long-term or recurring physical, mental, sensory, psychiatric or learning impairment.

☐ Yes. Please specify (optional):

☐ No.

☐ I prefer not to answer at this time.