Canada Research Chairs equity, diversity & inclusion requirements

Equity, diversity and inclusion commitment statement

Royal Roads University’s diversity statement meets this requirement.

Strategy for raising awareness of benefits of equity, diversity and inclusion

The purpose of an employment equity plan is to develop strategies that address the causes of underrepresentation of designated groups and set goals to achieve a representative workforce.

The following strategies will form the basis of the plan:

1. incorporating employment equity planning into the Human Resources Business Plan
2. creating positive practices and a supportive work environment that enhances the opportunity to achieve and retain a representative workforce ( i.e., a favourable effect on the employment status of designated groups of employees) — Key to this strategy is having an organizational culture that is welcoming to members of designated groups.
3. developing communication strategies and plans to:
   • raise employee awareness about employment equity, the rationale for the program, and its implementations for present and future employees
   • provide periodic information sessions on any planned activities
   • incorporate employment equity objectives and plans in management training, employee orientation, communication strategies and public relations activities
4. ensuring the principles of fairness and equity are incorporated into all aspects of employment, particularly, recruitment and hiring strategies
5. integrating employment equity awareness training as part of all selection procedures — Royal Roads University is committed to providing ongoing training for all faculty and staff in the importance of supporting and fostering equity, diversity, and inclusion. RRU provides training for faculty and staff through workshops, lunch hour sessions, celebration of Pride, Professional and Continuing Studies, initiatives such as Indigenous Cultural Training, and various conferences (Leadership Conference) that include panels and presentations on diversity and inclusion.

The Allan Cahoon Global Advancement and Diversity Fund intends to meet the objectives of the university's philosophies on global advancement and diversity. On an annual basis, the Allan Cahoon Global Advancement and Diversity Fund is made available to faculty and staff through one competition and to students through another. This funding was established as a result of a gift by the Royal Roads Board of Governors to assist Royal Roads faculty, staff and students to forge new opportunities and further the interests of diversity.

Equity, Diversity and Inclusion Action Plan

Learn about and read our Equity, Diversity and Inclusion Action Plan.

Governance plan for approval of Royal Roads University’s EDI Action Plan

Initial EDI Action Plan approval governance
The President and acting Vice-President Academic & Provost appointed the Director of Research Services and the Vice Provost of Research and Interdisciplinary Studies to develop an initial institutional equity, diversity and inclusion action plan in consultation with Human Resources in 2018.

This plan was then submitted to the Vice-President and Chief Financial Officer and Acting Vice-President Academic and Provost for review, and then to the Senior Executive.

Current EDI Action Plan approval governance
The EDI Action Plan, any associated revisions, and all related progress reports are developed by the Office of Research Services under the direction of the Director, Research & Innovation.

They are presented to the President’s Steering Committee on Equity, Diversity and Inclusion for review and feedback from committee members. They are then circulated for approval to:

• the Vice-President Academic & Provost, and the Associate Vice President Human Resources (for first approval)
• the Vice President and Chief Financial Officer (for second approval)
• the President’s Office (for final approval)

EDI progress reports

Read the December 2023 Institutional Equity, Diversity and Inclusion Action Plan & EDI Stipend Progress Report (December 15, 2021 - December 15, 2023 reporting period).

Read the June 2022 Institutional Equity, Diversity and Inclusion Action Plan & EDI Stipend Progress Report.

Read the June 2021 Institutional Equity, Diversity and Inclusion Action Plan & EDI Stipend Progress Report.

Read the September 2019 Institutional Equity, Diversity and Inclusion Action Plan: Progress Report.

Read the December 2018 Institutional Equity, Diversity and Inclusion Action Plan: Progress Report.

Contact information for individuals responsible for implementing RRU’s EDI Action Plan

The responsibility for implementing RRU’s EDI Action Plan resides with Dr. Veronica Thompson, Vice-President Academic & Provost and Philip Twyford, Vice-President and Chief Financial Officer. Questions, comments, and concerns can be sent to Research EDI.

Procedures for addressing EDI concerns

Contact any of the following Royal Roads staff members for concerns related to equity, diversity and inclusion:

• Gina Williams, HR Consultant, Human Resources, 250.391.2600 ext. 4417
• Deborah Zornes, Director, Research & Innovation, 250.391.2600 ext. 4486
• Gwen Hill, Manager of Equity, Diversity and Inclusion in Research, Research & Innovation, 250.391.2600 ext. 4105

Alternatively, email Human Resources or email Research Services.

Human Resources monitors and addresses any concerns received by Royal Roads University. They are then reported, as appropriate, to the Vice-President Research and International.

If any employee has any concerns about the institutional climate, equity or any other aspect of inclusivity at Royal Roads University, they would follow Human Resources policies for all employees, such as:

• Standards of conduct and service for employees and contractors policy
• Bullying and harassment and discrimination investigation procedure

Chairholders may also file grievances under the Royal Roads University Faculty Association Collective Agreement provisions in Article 41: Grievances and Arbitration. The procedure is outlined beginning on page 66.

Human Resources staff monitor and report any complaints or concerns related to equity, diversity and inclusion to the Human Resources Governance Committee or the appropriate executive member.

Royal Roads University’s equity targets and gaps

The four federally designated groups (FDGs) as set out by the Tri-agency Institutional Programs Secretariat are women, Indigenous peoples, persons with disabilities and members of visible minorities.

RRU’s equity targets and gaps for each of the FDGs are fewer than five and have, therefore, been withheld to protect the privacy of the chairholders.

Read the report.

Policies governing staffing of Canada Research Chairs

Read policies that govern staffing of Canada Research Chair positions at Royal Roads University.

The university recruits candidates for Canada Research Chair appointments in the same way that it recruits all full-time faculty members. Canada Research Chairs are considered “special case” full-time faculty and covered by the university’s Collective Agreement with its Faculty Association.

Canada Research Chairs allocation CRCP utilization spreadsheet for Royal Roads University

Download the CRCP utilization spreadsheet for Royal Roads University 2023/24.

Internal allocation of Canada Research Chairs

Due to the number of chairholders at Royal Roads University, our allocations are withheld to maintain privacy.

Canada Research Chair active and archived postings

Find active and archived postings for Canada Research Chairs at Royal Roads University.

Transparency statement/postings for internal retention

To date Royal Roads University’s searches for CRC appointments have been open to internal and external applicants.

If a future search is limited to internal candidates, a transparency statement will be included in the posting.

Recruitment and nomination practices

The university seeks to follow the practices for recruitment, hiring, and retention recommended by the Canada Research Chair program.

Training and development activities related to unconscious bias, equity, diversity and inclusion is mandatory for administrators and faculty involved in the recruitment and nomination processes for chair positions. Such training seeks to ensure that individuals from the FDGs are not disadvantaged when applying to a chair position in cases where they have had career gaps due to parental or health-related leaves or for the care and nurturing of family members.

All members of the search committee, as well as all administrators and other faculty who might be involved in the recruitment and nomination process, are required to undertake unconscious bias training. Currently this includes the following:

• completing the CRC Bias in Peer Review training module
• watching the CIHR video on unconscious bias in peer review
• undertaking the Harvard University Implicit Association Test
• reading the Unconscious Bias and its Influence on Decision making document
• training through the university’s Lynda.com portal, specifically bias and human resources

Human Resources ensures that Canada Research Chair search committees include at least two voting members from any of the FDGs.

At the initial meeting of the committee, and each subsequent meeting, discussion is undertaken to identify potential biases, stereotypes and micro-aggressions. Human Resources provides support for committee members as they work through biases, stereotypes, micro-aggressions and any other concerns identified.

If any member of the committee feels that a fellow member cannot work through any issues regarding potential biases, stereotypes and micro-aggressions, the member of the committee will approach the Human Resources representative on the committee to discuss the concerns. If it is believed that a member cannot work through the issues, they will be replaced on the search committee.

Search committees are provided with information regarding Royal Roads University’s CRC equity targets, current representation, equity commitment and action plan and any other relevant information.

Human Resources and the Director, Research Services advise committee members about how to evaluate applications that include non-traditional components, such as community-focused research.

As with every Royal Roads University faculty search, a draft list of interview questions is created by Human Resources and submitted to the search committee for feedback. A final interview guide is developed by consensus and requires approval by the director of Human Resources before it is implemented.

All candidates are asked the same questions in the same order during interviews. Human Resources provides guidance about questions that may not be asked at any time during the interview process. Discussions are undertaken with the search committee about accommodation considerations and key steps for making the decision-making process open and transparent. All committee members are informed of the Canada Research Chair Program’s commitment to excellence and ensuring equal access to opportunities for all qualified candidates.

Copies of position postings are available from Human Resources upon request.

Human Resources collects and analyzes data on applicants to chair positions and active chairholders, who self-identify as members of the four designated groups.