CRC public accountability and transparency

Committed to equity, diversity, inclusion, and accessibility within the CRC Program

Dalhousie University is committed to achieving inclusive excellence through continually championing equity, diversity, inclusion, and accessibility.

The university encourages applications from Indigenous persons (especially Mi’kmaq), persons of Black/African descent (especially African Nova Scotians), and members of other racialized groups, persons with disabilities, women, and persons identifying as members of 2SLGBTQ+ communities, and all candidates who would contribute to the diversity of our community.

This applies to all areas of hiring across Dalhousie - faculty, including Canada Research Chairs, and staff.

Dalhousie’s Third Century Promise Pillar 2: Inclusive Excellence

Dalhousie’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 Dalhousie—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 Dalhousie 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.

In accordance with the Canada Research Chair Program’s Equity, Diversity and Inclusion Requirements and Practices, Dalhousie 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;

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 Dalhousie’s annual Be Counted census.

CRC institutional equity, diversity, inclusion action plan

Download Dalhousie's CRC institutional EDI action plan [PDF 7.5 MB]

Dalhousie’s CRC EDI Action Plan has been reviewed and approved by the following institutional representatives:

President and Vice Chancellor
Provost and Vice President Academic
Vice President Research and Innovation
Vice Provost, Equity and Inclusion
Assistant Vice President Research Services
Assistant Vice President Human Resources
Director, Human Rights and Equity Services

The CRC EDI Action Plan will be reviewed on an annual basis to revise the action items, as new and additional information is obtained through ongoing and future environmental scans, surveys and census data. This review will be conducted by the CRC EDI Advisory Group, with the goal of providing progress reports to the CRC Program and the Dalhousie community, including CRCs. Additionally, Dalhousie develops annual reports on progress related to the Diversity and Inclusion Strategy and commits to including CRC Equity reporting as part of the ongoing reporting practice.

2022 EDI Action Plan Progress Report [PDF - 305 KB]

2021 EDI Action Plan Progress Report [PDF - 243 KB]

2020 EDI Action Plan Progress Report [PDF - 358 KB]

2018 EDI Action Plan Progress Report [PDF - 729 KB]

Dalhousie's equity targets and gaps

Dalhousie's CRC Equity Target Setting, current as of June 2021 [PDF - 163 KB]

Dalhousie's CRC Equity Representation Data, , current as of November 2024 [PDF - 73 KB]

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

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.

Policies and guidelines

Dalhousie guidelines for Faculty recruitment and CRC allocation and renewal:

Dalhousie's Policies on human rights and equity:

Dalhousie’s Human Rights & Equity Services (HRES) operates in accordance with the Nova Scotia Human Rights Act as well as policies that fall within the mandate of the office, which include Prohibited Discrimination, Personal Harassment, and Sexualized Violence. HRES outlines their Complaint Process for addressing concerns related to discrimination, and acknowledges the concept of intersectional discrimination and recognizes that people’s lives involve multiple interrelated identities. When a Formal Procedure is engaged the appropriate Administrative Head consults with HRES, confers with the appropriate Vice-President if the appointment of an investigator is required, and acts as decision maker regarding any remedial or disciplinary action.

HRES operates within the portfolio of the Vice-Provost, Equity & Inclusion.