About

CRC Equity, Diversity and Inclusion

The University of Lethbridge is committed to achieving and maintaining a fair and representative workplace through the development and implementation of an employment equity plan where diversity is valued and all individuals are provided full opportunity to develop their potential by removing barriers in selection, hiring, development and advancement. In practice, all policies and procedures will ensure that individuals are not denied opportunity for reasons unrelated to merit, and that reasonable accommodations will be made to enable them to participate equitably in all levels of employment. The plan will comply with relevant statutory obligations as well as all University employment contracts and agreements, policies and guidelines.

Diversity and Employment Equity Policy, p2.

uLethbridge is strongly committed to equity, diversity and inclusion in relation to the Canada Research Chairs Program, other Tri-Agency institutional programs, and the entire community. We are committed to meeting the equity targets set for our institution for the four designated groups within our portfolio of Canada Research Chairs.

uLethbridge is also proud of its deep ties with its Kainai and Piikani First Nations neighbours – based on Blackfoot legend, they gave the University its Blackfoot name “Nato’ohkotok” (Medicine Rock) to indicate the wisdom, knowledge, solidarity, and connection to the land and people of Blackfoot territory. The University of Lethbridge hires on the basis of merit and is strongly committed to equity and diversity within its community. It especially welcomes applications from members of racialized minorities, Indigenous persons, women and gender minorities, persons with disabilities, and others who may contribute to the diversification of ideas. Additionally, the University of Lethbridge recognizes that researchers have varying career paths and that career interruptions due to personal circumstances can be part of an excellent academic record. Candidates are strongly encouraged to explain any personal circumstances in order to allow for a fair assessment of their outstanding research achievements.

uLethbridge has endorsed the Dimensions: Equity, Diversity and Inclusion charter and is a pilot affiliate institution.

uLethbridge's CRC EDI Action Plan strives to align with overall institutional EDI goals in order to proactively address areas of potential concern, challenges, and barriers that may be experienced by equity-deserving groups on campus. The key objectives for the plan center around four overarching strategic goals:

  1. The continued development of a university community culture, dedicated to the promotion and advancement of equity, diversity, and inclusion;
  2. Ensuring hiring practices in all portfolios and practices, including the CRC program, are open, transparent, and equitable, and affirm the University’s commitment to using evidence-based strategies;
  3. Promoting a cultural awareness of EDI, through the development of enhanced education and training; and
  4. A commitment to collecting accurate, actionable equity and diversity data to guide best practices and initiatives.

Download uLethbridge's EDI Action Plan 

Reports

 

The institution's strategy for raising awareness of its commitment to and the benefits of equity, diversity and inclusion within the CRCP and the broader research enterprise is as follows:

  1. The University of Lethbridge and its Faculty Association have entered into a Memorandum of Understanding under the collective agreement to form an equity working group. According to the terms: "The parties agree that the Equity Working Group will prepare a report with recommendations on how Equity and Diversity issues at the University can best be identified and addressed, where they are found to exist, with due reference to ensuring that ongoing attention to such issues is paid by appropriate means." This work is ongoing and a report is due soon.
  2. The University of Lethbridge is committed to engaging stakeholders and members of the four designated groups in developing an effective institutional Equity, Diversity and Inclusion Action Plan that will raise awareness of the benefits of equity within the CRCP and the academic appointment process more generally.
  3. The University of Lethbridge Faculty Association has also formed its own Gender, Equity and Diversity Committee which is working with the institution to identify inequities and to devise corrective strategies.
  4. The University of Lethbridge Faculty Association and Board has established a Joint Committee on Equity, Diversity, and Inclusion to provide recommendations and best practice approaches on joint EDI issues.
  5. The University of Lethbridge has established a campus wide EDI communication plan to build institutional awareness on key EDI priorities and initiatives.
  6. The University of Lethbridge will establish its first EDI advisory council to work on the institutional overall EDI strategy.

The Board of Governors of the University of Lethbridge delegates broad authority to senior administrative officers. The most appropriate level of approval for the institutional equity, diversity and inclusion action plan is the President's Executive Committee.

At present, formal complaints related to equity, diversity and inclusion are reported to the contact (noted below) under the institution's harassment and discrimination policy. §8.1 of this policy states that the Associate Vice-President, Human Resources and Administration, "is responsible for preparing an annual report that summarizes the activities of the Consultants in administering this Policy, and provides statistical information on the number of Complaints and the number of resolutions through informal procedures, mediation activities, and investigations under this Policy. The report will also contain the progress made in providing education to University community members in regard to harassment and discrimination prevention. This annual report will be provided to the University President."

Additionally, the collective agreement between the Board of Governors of the University of Lethbridge and the University of Lethbridge Faculty Association (ULFA), set out in the ULFA Handbook, governs all academic appointments. §22.03 of the ULFA Handbook states: "Before claiming a grievance, the grievor shall meet with the President [of the University] or the President of the Association, as appropriate, in an attempt to resolve the issue."

Overall program statistics from the Tri-Agency Institutional Programs Secretariat document the appointment of Canada Research Chairs from four designated employment equity-deserving groups: women and gender minorities, Indigenous peoples, persons with disabilities, and racialized individuals.

Based on the CRCP's target-setting tool, the current program utilization of 11 chairs (6 NSERC, 1 CIHR, 4 SSHRC) at the University of Lethbridge results in the following institutional targets:
 

Four Designated Groups2029 Target# of Chairs
Women and gender minorities50.9%6
Racialized individuals22%

Withheld

(To protect chairholder privacy, numbers less than five and associated percentages have been omitted in alignment with the Privacy Act)

Persons with disabilities7.5%

Withheld

(To protect chairholder privacy, numbers less than five and associated percentages have been omitted in alignment with the Privacy Act)
Indigenous Peoples4.9%

Withheld

(To protect chairholder privacy, numbers less than five and associated percentages have been omitted in alignment with the Privacy Act)

The EDI Target Plan was submitted to the CRC Secretariat in May 2021 and this information has been updated to reflect that plan. All numbers that are less than five (5) must be removed from the plan prior to its publication, in alignment with the Privacy Act.

December 2025 institutional equity targets

uLethbridge is required to report each December on progress in implementing our EDI Action Plan.

Progress report (December 2018)

Progress report (May 2020)

The Canada Research Chairs program allows institutions to engage an Emergency Retention Mechanism in very exceptional circumstances in order to assist us in the retention of outstanding scholars who will help ensure that the University continues to grow its leadership capacity in research, performance, innovation, discovery, and graduate studies. The University of Lethbridge engaged this mechanism in 2021 to nominate an exceptional scholar to a Tier 1 Canada Research Chair position.

Please see the memo regarding this decision for an internal candidate 

We recognize that the transition to regular faculty status may be difficult due to a sudden increase in teaching and administrative duties, which may impact research productivity. Every effort is made to ensure a smooth transition at the level of each individual faculty member. As a result, we recommend chairholders consult their appropriate Faculty/School Dean at least 12 months in advance of their term end date to initiate the development of a transition plan.

To aid in their transition planning, the Office of Research and Innovation Services and the School of Graduate Studies provide a research grant and graduate assistantships for one-year beyond the term of their external research chair appointment.

Learn more

Additional program information

Further details regarding the CRCP's EDI practices can be found on the program's Equity, Diversity and Inclusion Requirements and Practices page as well within its Best Practices for Recruitment, Hiring, and Retention. These requirements and recommended practices were established in response to the 2019 Addendum to the 2006 Canadian Human Rights Settlement Agreement

For more information about equity, diversity and inclusion, please visit the following sites:

For more information on the Canada Research Chair Program in general, please visit the following sites:

uLethbridge contact information

The Vice Provost - Equity, Diversity, and Inclusion is responsible for implementing the institution's equity, diversity and inclusion agenda and responding to related questions or concerns.