On May 4, 2017, the Canada Research Chairs (CRC) Secretariat launched its , in response to concerns on equity and diversity raised during the program鈥檚 . As part of the Plan, all institutions with an allocation of five or more Chairs were required to develop an equity, diversity and inclusion action plan (institutional plan), which describes how the institution will sustain the participation and/or address the under-representation of individuals from the four designated groups (FDGs: women, persons with disabilities, Indigenous Peoples and members of visible minorities) within their allocation of Chairs.
Since then, the CRC Secretariat has published a to the 2006 Canadian Human Rights Settlement Agreement, which outlines new terms of the revised agreement. These new terms were developed collaboratively between the Canada Research Chairs program and the eight academics who filed complaints with the Canadian Human Rights Commission in 2003 and update the original settlement agreement to align with best practices. Further to this, the Canada Research Chair program statistics can be found , the program鈥檚 population based Institutional Equity Targets 2021-29 can be found , and the program鈥檚 Requirements for Recruiting and Nominating Canada Research Chairs can be found .
91亚色's EDI Action Plan
91亚色鈥檚 institutional plan was developed with input from a committee chaired by Dr. Rebecca Pillai Riddell, Professor and 91亚色 Research Chair in Pain and Mental Health, and former Associate Vice-President Research. The included representation from the FDGs; CRC chairholders; faculty members with expertise in equity/diversity/inclusion issues; and University administrators with responsibility for implementing the CRC program. The Executive Co-Sponsors of the initiative were Lisa Philipps, Vice-President Academic and Provost, and Dr. Robert Hach茅, former Vice-President Research & Innovation.
The committee was tasked with developing 91亚色鈥檚 institutional plan to enable:
- Progress towards addressing the disadvantages currently experienced by individuals from the FDGs in accessing and benefiting from the CRC program; and
- Progress towards meeting the institution鈥檚 equity targets within 18 to 24 months
Through consultations with stakeholders, including subject matter experts, representatives of the FDGs, 91亚色 faculty members and administrators, as well as an examination of documents, policies and publications, including the CRC鈥檚 , the committee developed an and accompanying . For a concise overview of what you need to know about 91亚色's CRC Equity, Diversity and Inclusion Action Plan, see . This plan was submitted on December 15, 2017 to the CRC Secretariat for review and approval, and was subject to the following governance processes:
- Consultation with the 91亚色 and Osgoode Hall Faculty Associations;
- Consultation with the Academic Policy, Planning and Research Committee (the lead working committee of 91亚色鈥檚 Senate); and
- Approval by the Board of Governors.
Commitment to Equity, Diversity and Inclusion
91亚色 is committed to open-minded, engaged, and cutting-edge scholarship. Enshrined in our University Academic Plan 2020-2025 and our Strategic Research Plan 2018-2023 is the core value of upholding social justice and equity. We are committed to challenging the status quo and leading transformations of society鈥檚 inequities through open and vibrant discourse, followed by bold actions.
91亚色 is committed to advancing the principles of equity, diversity and inclusion throughout the Institution, and in particular as applied to the Canada Research Chairs program. Our collective agreements codify our approach to federal policies regarding the hiring of faculty, including Canada Research Chairs, from the four designated groups (Women, Members of a Racial/Visible Minority, Persons with Disabilities, and Aboriginal Persons). Beyond this, 91亚色 seeks to build a world-renowned cadre of diverse scholars that represent not only the four designated groups and the intersectionality of these four groups, but to move beyond federal targets to have laudable representations of other marginalized groups (such as members of the LGTB2Q community).
91亚色's underpin and advance these aspirations. Rooted in the Collective Agreement between the 91亚色 Faculty Association and the 91亚色 Board of Governors, these policies and processes enable 91亚色 to engage as an Affirmative Action employer that 鈥渟trongly values diversity, including gender and sexual diversity, within its community.鈥
This is reflected in the language of 91亚色鈥檚 job postings, which signal interest in 鈥渃andidates with diverse backgrounds and especially encourages candidates in equity, diversity and inclusion categories,鈥 while acknowledging 鈥渢he potential impact that can have on a candidate鈥檚 record of research achievement and encourages applicants to explain in their application the impact that career interruptions may have had on their record of research achievement.鈥
Further, given the importance that 91亚色 attaches to equity, inclusion and diversity in the context of all faculty appointments, and recognizing the opportunity for institutional improvements in this area, 91亚色 has extended this standard of training to all academic searches across the University. Its Affirmative Action training has also been augmented to address issues of unconscious bias in academic recruitment and appointment processes.
Strategy for Raising Awareness
As part of 91亚色鈥檚 strategy to raise awareness within the institution of its commitment to, and the benefits of, equity, diversity and inclusion, both broadly and in respect of the Canada Research Chairs program:
- 91亚色鈥檚 Director, Strategic and Institutional Research Initiatives routinely addresses the Associate Deans of Research Committee to inform Faculties of the context and commitment around equity, diversity and inclusion within the Canada Research Chairs program, and to provide updates that ensure 91亚色 achieves compliance with its Canada Research Chair equity targets.
- The Office of the Vice-President Research and Innovation, in collaboration with the Office of the Provost and Vice-President Academic and the Office of Human Resources, developed materials for use by Faculties and hiring committees to enhance equity, diversity and inclusion compliance while streamlining and harmonizing program and institutional requirements.
- 91亚色鈥檚 Associate Vice-President Research and Director, Strategic and Institutional Research Initiatives, meet with all CRC hiring committees at the outset of each search process to inform on recruiting and nomination requirements, to review current EDI targets and gaps, and to outline compliance and monitoring obligations. The Associate Vice-President and Director continuously liaise with committees throughout the process to ensure appropriate supports and guidance.
- All members of a hiring committee receive updated AA training, delivered through 91亚色鈥檚 new Places of Online Learning for the Adjudication of Researchers Inclusively and Supportively (POLARIS), an online asynchronous education and learning hub to foster equity, diversity and inclusion in the adjudication of professors in research and search committees
Contact Information for Concerns
Several parties within 91亚色 provide critical support for 91亚色鈥檚 Affirmative Action processes, while advancing the equity, diversity and inclusion agenda. These include:
The Centre for Human Rights, Equity and Inclusion offers case resolution services where it responds to concerns and complaints under and related 91亚色 policies and procedures, including but not limited to questions of harassment and discrimination on the grounds of age, race, citizenship, creed, disability (including mental health and addictions), family status, marital status, gender identity/expression, sex, and sexual orientation. The procedure for dealing with complaints of harassment or discrimination, including equity, diversity and inclusivity concerns either related to the Canada Research Chairs program or more broadly, can be found .- Aqsa Ahmed
EDI Program Manager
Office of the Vice-President Equity, People & Culture
equity@yorku.ca - Maurice Kwong-Lai Poon
Associate Professor, Faculty of Liberal Arts & Professional Studies
Affirmative Action, Equity and Inclusivity Officer
mklpoon@yorku.ca
In addition, the Office of the Vice-President Research and Innovation directly liaises with Chairholders at several points throughout the year (e.g. via an annual meeting with research chairholders, and through an annual reporting exercise) during which any concerns related to equity, diversity and inclusion can be brought forward. In addition, the Associate Vice-President Research is always available to chairholders to discuss equity, diversity and inclusion concerns, which would then be brought forward to the Vice-President Research and Innovation and the Provost and Vice-President Academic.
Management of Canada Research Chair Allocations
With respect to the CRC program, the policies that govern the staffing of CRC positions at 91亚色 are described in the . In addition, 91亚色 follows a set of that govern the allocation of Chairs across Faculties, the level of institutional support provided to CRCs, the renewal for CRCs approaching the end of their term, the use of the Corridor of Flexibility, and the phasing-out of CRCs. Since only external candidates will normally be considered for a CRC, there is no provision for Tier 2 CRCs to advance to a Tier 1 CRC. Instead, maturing Tier 2 Chairs may compete for 91亚色鈥檚 internal 91亚色 Research Chairs program that provides supports to outstanding 91亚色 researchers that are equivalent to those extended to CRCs.
Monitoring and Reporting
The components of the plan are monitored by the Office of the Vice-President Research & Innovation (VPRI). The VPRI team works with Faculties and hiring units to ensure that the points of the plan are enacted, reviewed regularly and adapted appropriately based on the impact on the measurable equity/diversity targets contained within the plan. Institutional Equity, Diversity and Inclusion Action Plan Progress Reports are available for聽,听2021,听2022,听2023 and 2025.
Active and Archived CRC Advertisements
All current advertisements for CRC positions are listed , while archived CRC postings for the last three years can be found . Note that only external candidates will normally be considered for a CRC.
Active and Archived Emegency Retention Statements
Archived Emergency Retention Statements can be found here for聽2022,听2024 and 2025.
Equity Targets
91亚色鈥檚 CRC equity targets for the 2021-29 period and current representation of individuals from the four designated groups can be found here.
Updated November 2025