The (YET) brings together community-identified milestones from across the University鈥檚 history in an interactive resource designed to grow through participation.听

Students, faculty, staff, alumni and retirees can explore the timeline, engage with 91亚色鈥檚 equity journey and contribute perspectives that can help the timeline continue to grow. 

Built with contributions from 91亚色 community members, the timeline captures experiences and developments that have helped shape equity at 91亚色. Milestones range from incremental changes to bold initiatives and may relate to particular social issues, identity groups, academic or staff units, or have broader relevance across the University. 

The project builds on a community consultation launched in 2025 that invited submission of events, initiatives and experiences. 聽

The digital timeline allows visitors to navigate an interactive collection of key moments across 91亚色's history, search by topic and learn more about the events, initiatives and experiences included. 

Community members can provide instant feedback on milestones by selecting a reaction, sharing reflections and suggesting additions. 

Feedback is reviewed by the YET team and helps inform the timeline鈥檚 continued development of an engaging living resource that encourages storytelling, connection and dialogue across generations of the 91亚色 community. 

The project traces its roots back to 91亚色's founding vision. At his installation as the University's first president, Murray Ross described 91亚色 as a "new university" with a responsibility to foster social progress, critical thinking and human development. The timeline invites community members to consider how that vision has taken shape through decades of collective action. 

"This timeline, created by 91亚色 community members, charts the University's path toward equity, starting with its founding," says Laina Bay-Cheng, interim provost and vice-president academic, who led the project in her former role as vice-president equity, people and culture.  

"I hope it helps people reflect on how far we've come, celebrates moments where 91亚色 has led the way and reinforces the next steps toward equity.鈥� 

The project supports 91亚色鈥檚 commitment to advancing decolonizing, equity, diversity and inclusion across the institution. It recognizes the work reflected in 91亚色鈥檚 DEDI Strategy while highlighting the decades of contributions from the community who have helped shape a more equitable University.听聽聽

聽"The timeline is a creative way to bring together different perspectives on what equity means, how we can advance it and how we measure progress across the 91亚色 community," says Parissa Safai, interim vice-president, equity, people and culture.听聽

"I hope it helps build a shared sense of pride and belonging and encourages people to stay involved." 

For Bay-Cheng, one of the strengths of the project lies in its ability to place individual moments within a broader story of institutional change. 

"I know from my own research how meaningful life history calendar methodologies can be. Creating a timeline isn't just about identifying events, it's a chance to see past experiences in context: what came before, what was going on at the same time and what came after," she says.  

"The timeline allows us to understand the history of equity at 91亚色 and to consider what we want it to be in the future." 

The 91亚色 Equity Timeline is a living project that grows through community participation. While it captures many significant moments in 91亚色's history, community members are encouraged to continue contributing milestones, stories and perspectives that help tell a fuller story of the University's ongoing pursuit of equity. 

Explore the .

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The ESR is a comprehensive review of 91亚色鈥檚 policies, practices and workplace culture. It aims to examine how systems across the employee lifecycle 鈥� from recruitment and hiring to career advancement and retention 鈥� guide equity outcomes. 

鈥淭he goal is to better understand where 91亚色 does well and where there remains room for improvements in our continuous efforts to foster an inclusive working environment,鈥� says Parissa Safai, interim vice-president equity, people and culture. 鈥淚nput from 91亚色鈥檚 faculty and staff is essential to advancing equity across the University.鈥� 

The survey provides an opportunity for employees to share experiences, observations and perspectives on how systems are working in practice, and insights will be used to inform recommendations related to employment equity. 

91亚色 staff and faculty members are invited to complete this survey regardless of whether they identify as a member of an equity-deserving group.  However, those who self-identify as part of five equity-deserving groups 鈥� women, racialized persons, Indigenous Peoples, persons with disabilities and members of the 2SLGBTQIA+ community 鈥� will have the opportunity to express interest in follow-up engagement opportunities, such as focus groups or one-on-one conversations.  

鈥淭he Employment Systems Review reflects 91亚色鈥檚 ongoing commitment to employment equity, human rights and continuous improvement, aligned with the University鈥檚 DEDI Strategy, the Action Plan on Black Inclusion and the Indigenous Framework,鈥� says Safai. 

The survey opens Oct. 5 and closes Nov. 5 and is available online.听

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The RSC presented 17 awards to eminent Canadian scholars, artists and scientists in recognition of their outstanding contributions to knowledge and impact in Canada and around the world.

The Justice Rosalie Silberman Abella Prize was also awarded to 24 law students who demonstrate exceptional potential to advance equity and social justice in Canada.

Adele Perry 鈥� J.B. Tyrrell Historical Medal

Perry received her MA (鈥�92) and PhD (鈥�98) from 91亚色鈥檚 Faculty of Liberal Arts & Professional Studies. She is the recipient of this medal, awarded for outstanding work contributing to the history of Canada.

A leading historian, Perry has helped reshape understandings of colonialism in Canada. She serves as Distinguished Professor of history and women鈥檚 and gender studies at the University of Manitoba and directs the Centre for Human Rights Research.

For more than 20 years, her work has focused on bringing together extensive archival research with feminist and decolonial perspectives to explore how history can contribute to a more equitable society.

Christina Rajkumar 鈥� Justice Rosalie Silberman Abella Prize

Rajkumar earned her JD (鈥�26) from 91亚色鈥檚 . She is the recipient of this award, presented annually to one graduating student from each Canadian law school who is most likely to influence equity and social justice in Canada or globally.

Her commitment to social justice is reflected in a range of roles, including advocating for individuals facing social assistance and health-related issues through Parkdale Community Legal Services, examining mental health cases at CAMH and supporting youth-focused legal education programs with Law in Action Within Schools and the Ontario Justice Education Network.

Rajkumar is now articling with the Ministry of the Attorney General's Justice Centres initiative.

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Since its launch in 2003, the Canada鈥檚 Most Powerful Women: Top 100 Awards have recognized women whose accomplishments have left a lasting mark on their professions and communities. This year's 91亚色-affiliated honourees include leaders in AI, transportation, construction law, governance and health care.

Below are this year鈥檚 recipients and the categories for which they were recognized.

AI and Technology

This category recognizes women whose work moves technology beyond theory, influencing real-world outcomes through product development, platform strategy, data systems, automation and enterprise technology adoption.

Lisa Marie Chen (MBA 鈥�11) leads the product team behind IBM watsonx BI, shaping how generative AI is changing the way organizations understand and work with data. A graduate of the , Chen has built a career in product development, design, entrepreneurship and higher education. In addition to her role at IBM, she teaches strategy at Schulich and previously founded Canada鈥檚 first Asian Canadian lifestyle magazine. Her work brings together technology, design and human-centred problem solving. 聽

A technology executive and board director, Irene Zaguskin (BA 鈥�09) serves as PwC Americas鈥� co-chief information officer as well as PwC Canada鈥檚 chief information and transformation officer, chief data and analytics officer, and partner. The Faculty of Liberal Arts & Professional Studies (LA&PS) alum has led digital transformation, technology innovation and business reinvention across the professional services, retail, telecommunications and energy sectors.

Amex Emerging Leaders

This category recognizes women between the ages of 30 and 40 who have been identified for successive leadership positions and demonstrate a passion for learning and innovation.

Saloni Shah (BAS 鈥�07) is an infrastructure advisory lead and principal consultant at the design and engineering firm HDR, where she helps clients plan and deliver complex infrastructure and transportation projects. A graduate of LA&PS and a chartered professional accountant, Shah has held roles in transportation strategy, infrastructure planning and market analysis. She also supports community-based non-profit organizations through pro bono consulting, serves on HDR鈥檚 Inclusion and Diversity Committee and is treasurer of WTS Toronto, an organization that advances women working in transportation.

Board of Directors

This category recognizes women who bring transformative vision and leadership to the highest levels of governance.

With more than two decades of board experience, Corinne Boone (MES 鈥�94) has developed expertise in governance strategy, climate finance, as well as energy and mining. The Faculty of Environmental & Urban Change alum serves as board Chair of Canada Growth Fund, independent director and Environmental, Social and Governance (ESG) committee Chair at mineral company Los Andes Copper, and is a director of the energy non-profit EfficiencyOne. Boone also contributes to governance education as a lead ESG lecturer with Corporate Directors International and has mentored aspiring directors through Women Get on Boards.

Entrepreneurs

This category recognizes women who own and operate thriving businesses.

Trained as an anthropologist, Johanna Faigelman (MA 鈥�00) founded HumanBranding in 2006 and has since expanded the behavioural insights consultancy to Toronto and New Jersey. The LA&PS alum developed a methodology that helps pharmaceutical, biotechnology and consumer companies better understand the cultural and emotional factors influencing behaviour. Faigelman was named a finalist for the EY Entrepreneur Of The Year 2026 Ontario program and was part of the EY Entrepreneurial Winning Women North America class of 2025.

CN Executive Leaders

This category recognizes women who exemplify strong leadership while building confidence and championing others.

As executive vice-president and chief legal and governance officer at TELUS, Andrea Wood (LLB 鈥�85) oversees the company鈥檚 legal, regulatory and privacy functions and serves as corporate secretary to its board of directors. The alum also serves on the board of the Museum of Contemporary Art, is vice-Chair of the TELUS Friendly Future Foundation鈥檚 GTA Community Board and is a member of the Canadian Lawyer Editorial Board. Wood has been recognized by Chambers Canada as a General Counsel Influencer and received a Lifetime Achievement Award from the Canadian Law Awards.

Erica Zarkovich (LLM 鈥�15) leads LifeLabs鈥� commercial and strategic partnerships across Canada鈥檚 health care sector as the company鈥檚 chief market and partnerships officer. A graduate of Osgoode Hall Law School, she works to improve growth, innovation and improved access to health care through collaborations that connect patients, providers and partners across the system. Zarkovich is particularly committed to advancing health equity in remote, rural and Indigenous communities.

Professionals

This category recognizes women who are professionals in practice and play a leadership role within their organizations.

At Metrolinx, Lena Azzou (BA 鈥�05) oversees enterprise strategy and transformation, operational excellence, enterprise project management and enterprise risk management. The LA&PS graduate is a certified change management and strategy implementation practitioner who has held senior leadership positions including chief of staff and Chair of the Metrolinx Women鈥檚 Network. She has also served as vice-Chair of the Women鈥檚 Centre of 91亚色 Region and contributes to her community as a mentor, volunteer and advocate for women and families.

Andrea Lee, who teaches at Osgoode Hall Law School, is managing partner of Glaholt Bowles LLP and a certified specialist in construction law. Trained in both architecture and law, she advises owners, contractors, design professionals and insurers on complex infrastructure and construction matters. Lee is a fellow of the Canadian College of Construction Lawyers and has co-authored leading construction law texts. Her work has earned recognition from Lexpert, Chambers, Benchmark Litigation and Best Lawyers.

For the full list of this year鈥檚 winners, visit the .

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For Ela Veresiu (BBA 鈥�09), a marketing professor at 91亚色鈥檚 , the sudden surge in visibility raised an intriguing question: what happens when a long-taboo life stage becomes a marketplace?

鈥淲e want to understand what gives menopausal women 鈥� a demographic that鈥檚 traditionally been ignored in society 鈥� a genuine sense of belonging in the consumer marketplace,鈥� she says.

To answer that question, Veresiu launched a multi-year study on what she calls 鈥渢he menopause economy,鈥� examining how products, services and marketing shape women鈥檚 experiences of inclusion and belonging.鈥�

Backed by a 2024 Social Sciences and Humanities Research Council of Canada (SSHRC) Insight Grant, her research builds on her previous work studying age-inclusive marketing and products for older women. The $92,763 grant funds four years of research on the project titled 鈥淐hampioning Belonging and Inclusion of Ageing Menopausal Consumers in Canada's Marketplace.鈥�

Her interest in the topic emerged at a time when menopause remained largely absent from public conversation. A 2022 report published by the Menopause Foundation of Canada found that more than half of women still viewed the biological transition as a taboo topic, while 72 per cent said the information and advice available to them was unhelpful.

Yet within just a few years, the conversation shifted. Menopause moved from the margins into mainstream media, creating new opportunities for businesses eager to reach an underserved demographic.

Veresiu observed that transformation firsthand at the inaugural National Menopause Show in 2024, where thousands of attendees gathered at the Metro Toronto Convention Centre, during her fieldwork.

What she found was a sprawling: rows of booths offering medical consultations and online platforms promising personalized care plans. There were vendors selling cooling pillows and night-sweat clothing, and displays on hormone replacement therapy alongside vitamin stands.

And then there were the tables laid out with crystals, handbags and jewelry 鈥� lifestyle products with only the faintest connection to menopause.

The experience highlighted how quickly the menopause economy is expanding and prompted new questions about who benefits from it.

Veresiu is collaborating with co-author Marie-Agn猫s Parmentier, a marketing professor at HEC Montr茅al, to map how this emerging industry is taking shape and how to educate women to be informed consumers.

Together, they鈥檝e attended two menopause-themed shows to observe and document the events from their perspectives as attendees 鈥� a method called ethnography 鈥� and spoke to nearly 60 exhibitors about what they were offering menopausal consumers.

These exhibitors included virtual health providers, consulting companies, brand managers, small businesses and non-profits.

Based on their initial data, Veresiu and Parmentier identified three main risks in the expanding new market, which experts predict will grow to at least $24 billion by 2030.

The first is that businesses will put a 鈥減ink tax鈥� on menopause-related products and services. 鈥淚t鈥檚 a long-established tradition of charging more for women鈥檚 beauty and grooming products than men鈥檚 counterpart,鈥� Veresiu says.

This leads to the second risk: that the menopause market will exclude female consumers who can鈥檛 afford to engage in it.

The third risk is that menopausal women may lack the consumer education to know which products are safe and effective. 鈥淎re they truly tested and data-driven or are they just snake oil?鈥� Veresiu says. 鈥淭rade shows are sometimes used to legitimize a new market, but there鈥檚 a feeling of information overload as an attendee. You don鈥檛 know what to believe.鈥�

Veresiu鈥檚 broader aim is for older women 鈥� menopausal and beyond 鈥� to feel they belong in the marketplace because it represents their needs and experiences.

In an aging society where the older generation may have substantial purchasing power, she says, there鈥檚 a strong business case for embracing this demographic.鈥�

To see how these risks are developing among consumers, Veresiu and Parmentier will recruit attendees at the 2026 National Menopause Show for in-depth interviews.

鈥淲e鈥檙e interested in how they view the new menopause market,鈥� Veresiu says. 鈥淒o they feel that companies are truly catering to their needs and providing valuable products? Has the market contributed to opening up conversations about menopause? Or do those we'll interview just feel inundated and overwhelmed?鈥�

She sees answers to those questions as crucial for what happens next in the market.

鈥淐ompanies are now jumping on the menopause bandwagon, but are they going to stay on it?鈥� she asks. 鈥淲e hope this study will offer them a blueprint for authentic inclusion while also determining the best ways for non-profits and government organizations to guide menopausal consumers through the current chaos of products and information.鈥�

Contributed by Megan Easton

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Claudia Vergara, 91亚色 PhD candidate, is investigating how women in Ontario's correctional system navigate those challenges and where opportunities exist to strengthen care.

Her work has earned provincial recognition through the 2026 Ontario Women's Health Scholars Award, which supports university researchers advancing knowledge, health services and health outcomes for women. She is one of three doctoral scholars selected by Ontario's Universities to receive funding of up to $35,000 to advance her work.

"I am incredibly honoured to receive the Ontario Women鈥檚 Health Scholars Award and appreciate the recognition of the importance of this research," says Vergara. "This work is deeply meaningful to me and grows out of my years of frontline experience in birth work, prisoner health advocacy and community harm reduction. The award will allow me to meaningfully engage with people with lived experience of incarceration and other community birth workers to shape more accessible and community-based approaches to care."

A doctoral student in 91亚色鈥檚 , Vergara is studying how stigma, institutional practices and barriers to services shape reproductive health and well-being in correctional environments.

The project examines access to reproductive health services through interviews with women who were formerly incarcerated, correctional staff and community birth workers. By bringing diverse perspectives together, the research aims to deepen understanding of how care is delivered and identify ways policies, programs and partnerships can improve to support women in custody.

Vergara is interested in the role community-based doulas and birth workers could play in addressing gaps in care. Doulas and birth workers provide support before, during and after pregnancy. and the study will look at how these services might contribute to more accessible, person-centred care.

The research also considers how experiences may differ for Indigenous and racialized women, whose interactions with health systems and correctional institutions can be shaped by distinct social and systemic factors.

As part of the project, Vergara is examining prison doula programs in the U.S. to determine whether similar models could be adapted for Ontario. The study will assess how these approaches could help improve continuity of care and support reproductive health outcomes.

Vergara says she hopes the findings generate evidence that can inform future policy and practice, while contributing to more equitable access to care for women in correctional settings.

"This research will strengthen our understanding of the reproductive health needs of incarcerated people and the barriers they face in accessing care. By identifying gaps in existing services and exploring community-based approaches, the findings can inform policies, programs and partnerships that improve access to safer, more affirming care for incarcerated people in Ontario," she says.

Vergara holds a MES and a graduate diploma in refugee and migration studies from 91亚色 and is a certified full-spectrum doula.

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鈥淎 lot surprised me,鈥� she says of her findings published in the . 鈥淚 think this paper is actually very shocking.鈥�

The idea for the study 鈥� part of a five-paper series 鈥� grew out of Granek's previous research on career satisfaction among pediatric surgeons. During that work, she noticed that women described experiences that differed significantly from their male colleagues. It inspired her to pursue a study focused exclusively on female surgeons, concentrating on two of the most male-dominated specialties: neurosurgery and cardiothoracic surgery.

鈥淭here鈥檚 just no information on this whatsoever,鈥� says Granek, noting there is little research on the topic. 鈥淚t鈥檚 not just filling a gap. It鈥檚 filling a chasm.鈥�

Granek wanted to understand how women navigate pregnancy, parenthood and surgical careers in specialties where years of training often overlap with prime childbearing years. While previous research has documented higher rates of infertility, miscarriage and pregnancy complications among female surgeons, she wanted to explore the experiences behind those statistics and the role workplace culture may play in shaping them.

To do this, Granek adopted a qualitative approach centred on hearing directly from surgeons about their experiences.

鈥淲ith qualitative, you鈥檙e really trying to understand people鈥檚 experiences from their own perspective,鈥� she says. 鈥淚t was very important to me.鈥�

Through professional networks across North America, Granek recruited female neurosurgeons and cardiothoracic surgeons. Participants were required to be fully trained doctors rather than residents, making the study notable given the limited research focused on women surgeons after training.

Interviewees were asked about pregnancy, maternity leave, balancing family life and surgery, as well as experiences of discrimination and harassment connected to motherhood.

Similar themes surfaced across both specialties in Granek's findings, and she says many of the experiences reported were shocking.

What emerged was a common experience of a workplace culture that many participants found difficult to navigate while pregnant or raising children. One woman described feeling so concerned about how a pregnancy would be perceived that she hid it from colleagues for months, wearing oversized clothing and leaving patient rounds to vomit in private. Another recalled going into labour unexpectedly and being yelled at by a colleague when she called to arrange coverage for an emergency case. Even as contractions began, she still completed rounds before checking herself into hospital.

Other stories were equally troubling. One surgeon returned from leave to discover colleagues had voted to reduce her salary by five per cent. When she asked whether anyone else鈥檚 pay had been cut, she was told no. Another participant recalled learning that while she was away on leave, her department Chair had replaced her in a leadership role. When she objected, she recalled being told she needed to decide whether she wanted to be a neurosurgeon or a mom.

That sentiment surfaced repeatedly throughout the interviews, says Granek. Several participants reported feeling there was never a 鈥渞ight鈥� time to have children, while others delayed pregnancy because they worried it would be perceived as less committed to their careers. Some said they felt pressure to hide pregnancies from colleagues or supervisors, fearing they would be treated differently if they disclosed them.

The consequences of these experiences affected more than their careers. Participants described infertility, miscarriage and complications, including preeclampsia, placental abruption and premature birth. Some believed long hours, overnight call schedules, physically demanding work and a lack of opportunities to rest during pregnancy contributed to those outcomes.

The interviews also revealed a less visible but recurring challenge: many women were expected to arrange their own coverage before taking maternity leave. Rather than being treated as an institutional responsibility, participants described the task as something they had to organize themselves, often while preparing for childbirth.

鈥淭here鈥檚 no kind of understanding within the job that a woman is going to go off to have a baby and that somebody needs to cover,鈥� says Granek. 鈥淭hat鈥檚 very different than every other workplace.

鈥淭hey just really don鈥檛 have any policies or procedures or any thought whatsoever to surgeons who become pregnant,鈥� she says.

Instead, several women shared they felt responsible for ensuring their work was covered before they left. Granek says some described maternity leave as though it were viewed within their departments as a personal absence rather than an expected part of professional life.

Women also frequently described receiving few accommodations while pregnant, even as they continued working in highly demanding specialties. Some reported taking on extra on-call shifts before giving birth in anticipation of the time they would later spend away from work. Others recalled a lack of basic accommodations, such as opportunities to rest, eat, drink water or reduce physically demanding responsibilities late in pregnancy.

鈥淭his is probably part of the reason why there鈥檚 so many worse outcomes, because they鈥檙e just exhausted,鈥� says Granek. 鈥淭hey don鈥檛 have any accommodations in the workplace to eat, to drink, to take breaks, to put their feet up, to cut down on-call [shifts].鈥�

The stories of these women point to a need for both cultural and policy change, Granek argues. One of the study鈥檚 central recommendations is stronger support for pregnant surgeons and new mothers, beginning with formal accommodations during pregnancy and more consistent maternity leave policies.

It further argues that pregnant surgeons should not have to navigate accommodations on an ad hoc basis. Among other measures, the study recommends reducing physically demanding workloads in later stages of pregnancy, limiting overnight on-call responsibilities and ensuring access to basic supports such as breaks, parking and lactation facilities.

Granek and the study's collaborators call for stronger leave protections, including extended paid leave, phased return-to-work options and protections against professional penalties associated with having children. The authors also argue that responsibility for arranging leave coverage should rest with institutions rather than individual surgeons.

Granek believes many of the challenges participants described stem from a workplace culture that has not fully adapt to the realities of pregnancy and parenthood. She argues these experiences should be recognized as a normal part of a surgeon鈥檚 career.

The researchers call on institutions to better educate staff about pregnancy discrimination, hold leaders accountable for discriminatory behaviour and create mentorship networks that support surgeons throughout pregnancy and parenthood.

鈥淲hen we have policies in place without a cultural change, people don鈥檛 adhere to them or feel comfortable taking those policies,鈥� she says. 鈥淐ulture and policy have to come hand-in-hand. They can鈥檛 be just one or the other.鈥�

The issue is also tied to who enters, remains and advances within these specialties. Although more women are entering surgical training than in the past, they remain significantly underrepresented in many surgical fields and leadership roles.

鈥淲e see more women in residency than we did in the past for some of these surgical specialties, but it鈥檚 still very low,鈥� she says. 鈥淭he main reason for that is that the culture is so inhospitable to women.鈥�

That is why Granek says the goal is not simply to improve maternity leave policies, but to create a surgical culture where having a child is viewed as compatible with a successful career. For her, supporting pregnancy and parenthood is not only a matter of physician well-being, but also an important step toward improving gender equity and ensuring women remain and advance within some of medicine鈥檚 most demanding specialties.

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Patrick Abure (MA鈥�26), who graduated from the Development Studies (DVST) program, received the Canadian Association for the Study of International Development (CASID)  Institutional Membership Prize for his student essay Institutionalising Legitimacy: Gendered Gatekeeping, Women Refugee-Led Organisations, and the Limits of Localisation in Uganda.

The paper explores why women refugee-led organizations in Uganda are trusted by the communities they serve while continuing to face barriers to direct funding, partnerships and participation in decision-making processes.

Abure drew on interviews with leaders and community members served by three women refugee-led organizations in the Bidibidi and Imvepi refugee settlements, located in northwestern Uganda. His research examines how factors such as registration requirements, audits, reporting expectations, budgets, infrastructure, networks and gendered expectations can affect the recognition and support women refugee-led organizations receive.

鈥淩eceiving the CASID Institutional Membership Prize for my paper is a deeply meaningful honour,鈥� says Abure. 鈥淭his recognition affirms the importance of research that centres refugee knowledge, leadership, and lived experience, especially the work of women refugee leaders serving communities affected by humanitarian crises.鈥�

He hopes that more refugee-led research like his can help challenge assumptions about 鈥渨ho is seen as an expert, a leader and a legitimate actor in humanitarian response.鈥�

Valerie Lawson (MA鈥�25), also a graduate of DVST, received the 2026 Fraser Taylor Prize from the Canadian Association of African Studies (CAAS), which recognizes the best graduate student paper presented at the previous CAAS conference and supports publication of the winning paper in the Canadian Journal of African Studies.

Lawson was awarded for her research, Health Care Access: An Analysis of the National Health Insurance Scheme in Accra, Ghana, which investigates how people enrolled in Ghana鈥檚 public health insurance program can still face out-of-pocket health-care costs and how those expenses affect health-care-seeking behaviour and financial well-being.

Through interviews with National Health Insurance Scheme subscribers, Lawson examines how systemic inefficiencies, coverage gaps and socioeconomic factors influence access to care and public trust in health-care systems. By situating these challenges within broader policy and political-economic contexts, her research contributes to discussions on universal health coverage and the impacts of health reforms across Africa.

Lawson鈥檚 work was supported by 91亚色 through the Dahdaleh Global Health Graduate Scholarship from the Dahdaleh Institute for Global Health Research and the Greta Coger Travel Fund from the Harriet Tubman Institute. She also credits the Development Studies program for how it 鈥減layed a central role in shaping my academic foundation and professional direction.鈥�

鈥淭he program equipped me with a strong interdisciplinary understanding of global development grounded in equity, critical analysis and policy informed thinking,鈥� she says. 鈥淭hrough DVST, I developed essential skills in research, communication, coordination and stakeholder engagement.鈥�

Both Abure and Lawson were supervised by Associate Professor Mohamed Sesay from the Department of Social Science, who praises their recent recognitions, which will see their award-winning papers considered for publication in their respective associations' journals.

鈥淭heir achievements reflect the strength of graduate education and mentorship within the Development Studies program while demonstrating how 91亚色 researchers are contributing to conversations on refugee leadership, health equity and social justice鈥� says Sesay.

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Through in Critical Perspectives on Accounting, Richards and co-author Ariane Agunsoye from Goldsmiths, University of London, wanted to better understand how financial advisers observe and respond to gender norms in their interactions with clients.

In personal finance, explains Richards, those norms often take the form of assumptions about how men and women think about money, investing and risk. For example, women are often perceived as less financially knowledgeable and more risk averse, while men may be assumed to be more interested in technical financial information and willing to take greater risks.

"The research question we had then was given that there are gendered connotations in personal finance, how do financial planners work with these when providing advice?" says Richards, who teaches personal finance planning in the Faculty of Liberal Arts & Professional Studies.

To explore, the study authors conducted interviews with 30 independent financial advisers in the United Kingdom. They spoke with practitioners about how stereotypes shapes client interactions, what differences they observe among clients and how those observations influence the guidance they provide.

The interviews revealed that professionals do not all respond to those perceptions and assumptions in the same way.

"Some approaches reinforce the gendered aspects of personal advice and some approaches undo the gendered aspects of personal finance,鈥� says Richards.

The researchers identified four broad approaches advisers use when encountering gender in financial advice. Some took a "uniform" approach, treating all investors the same. Others adapted their communication style and recommendations based on men or women, often emphasizing technical information with men and reassurance with women. A third group used an in-depth educational and research-based approach to challenge gendered assumptions about financial capability and risk taking.  A fourth 鈥渄isruptive鈥� approach purposely challenged traditional industry norms by prioritizing inclusion, accessibility and empowerment.

These approaches could shape client experiences in different ways, the scholars found. For example, efforts to tailor services to individuals can sometimes unintentionally reinforce stereotypes. Advisers may focus on performance metrics and technical details when speaking with men while emphasizing reassurance and life goals when working with women. While intended to meet investors鈥� needs, these approaches can perpetuate assumptions about gender and financial behaviour.

However, the study also found some professionals use financial education as a way to challenge traditional expectations, helping clients build confidence in financial decision-making regardless of gender.

According to the team, some advisers viewed differences in financial behaviour as being shaped by experience, financial knowledge and social expectations rather than inherent differences between men and women. In some cases, they found that greater education and understanding could help clients become more confident in their financial decisions.

As more people rely on financial advice to navigate major life decisions, Richards says those findings highlight the importance of guidance that is tailored to an individual鈥檚 circumstances rather than assumptions about gender.

The researchers argue that financial services organizations should invest in adviser training that goes beyond technical expertise to recognize how stereotypes norms can shape client interactions. Greater awareness of these dynamics, they suggest, could help firms build more inclusive practices and support more equitable financial outcomes. As financial planning becomes increasingly important in helping individuals prepare for the future, understanding how gender norms influence advisor-client interactions could help ensure people receive guidance based on their goals and circumstances rather than long-standing assumptions.

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Announced July 21, SSHRC will provide funding through three of its programs: Insight Development Grants: February 2026 Competition; Partnership Development Grants: 2025 Competition; and Connection Grants: May 2026 Competition.

More than $2.5 million will support 33 91亚色-led Insight Development Grants for early-stage projects and help researchers pursue innovative questions, methods and approaches that can lay the groundwork for larger research programs.

Close to $1 million will support five 91亚色-led Partnership Development Grants, helping researchers build new collaborations with universities, community organizations, governments and industry partners. Knowledge mobilization will also be supported through Connection Grants, with close to $50,000 for a 91亚色 initiative.

The projects cover a wide range of topics, including Indigenous health and decolonization, democratic discourse, climate adaptation, financial vulnerability, labour and social justice, migration, cultural identity and AI.

"These investments in research are investments in our collective future," says Amir Asif, vice-president research and innovation. "These projects empower researchers to test new ideas, forge meaningful partnerships and generate knowledge that addresses complex societal challenges. Together, they are laying the foundations for discoveries and innovations that will create meaningful benefits for communities in Canada and around the world."

The projects reflect 91亚色鈥檚 commitment to community-engaged research, interdisciplinary collaboration and generating knowledge that addresses real-world challenges.

Insight Development Grants

The 33 Insight Development Grants demonstrate the diversity and breadth of emerging research underway across the University. Among the funded projects are those that examine topics such as Indigenous knowledge systems, public health, democratic discourse, AI and financial vulnerability:

• Dayna Scott () 鈥� Visualizing Cumulative Effects: Anishinaabe Counter-Mapping on the Extractive Frontier
• Emily Kuang () 鈥� Multicultural and Multilingual Family Bonding and Knowledge Sharing Across Generations: A Culturally Responsive Approach to Generative AI Application
• R茅mi Viv猫s (Glendon College) 鈥� Measuring Populist Discourse: Canada in Comparative Perspective
• Ashley Day () 鈥� Wiisokotaatiwin 鈥� gathering to re-imagine decolonial health education
• Peiya Cao (Faculty of Health) 鈥� Intergenerational Minority Stress and Child Well-Being in LGBTQ+ Families: A National Census-Linked Study in Canada
• Zissis Paraskevas Poulos (Faculty of Liberal Arts & Professional Studies) 鈥� Risk-Sensitive Learning and Tacit Coordination in Algorithmic Financial Markets

Other initiatives examine corporate accountability, Black Canadian history, labour law, climate resilience in public infrastructure, machine ethics, innovation and entrepreneurship, disability rights, migration, Indigenous knowledge systems and social inclusion. View the of recipients and their projects.

Partnership Development Grants

The six 91亚色-led Partnership Development Grants will support collaborations focused on financial vulnerability, youth in care, planetary health, workers鈥� education and Canadian computing heritage and include:

• Ida Ferrara 鈥� (LA&PS) Addressing Financial Vulnerability Through Inclusive Insurance
• Jennine Rawana (Faculty of Health) 鈥� Exploring the Needs of Youth Transitioning Out of the Care of Child Welfare Agencies
• Kate Tilleczek (Faculty of Education) 鈥� Planetary Health Partnership: Mapuche-Williche Youth-Led Research as Practices of K眉me Mogen
• Katherine Nastovski (LA&PS) 鈥� Re-Imagining Workers鈥� Education in the 21st Century
• Mark Hayward (LA&PS) 鈥� Preserving, Promoting and Researching Canadian Computing Heritage
• Sarah Rotz (Faculty of Environmental & Urban Change) 鈥� Confronting Financialization, Consolidation, and Settler-colonial Agri-food Land Governance in Canada

91亚色 researchers are also directly involved as co-applicants for six other Partnership Development Grants totaling $1.19 million. See the of projects and recipients.

鈥淭he awards underscore 91亚色's leadership in advancing research that connects disciplines, sectors and communities in pursuit of positive social change. By fostering collaborations across local, national and international networks, our researchers are generating knowledge and solutions that help build a more resilient, inclusive and sustainable future for all,鈥� says Asif.

Connection Grants

SSHRC鈥檚 Connection Grants competition, which funds short-term knowledge mobilization initiatives, will provide $49,974 to Richard Saunders (LA&PS) to examine the social and environmental dimensions of critical mineral extraction through knowledge-sharing and public engagement activities through his project Image as Voice: Perspectives on Lithium Extraction in Argentina and Zimbabwe. 

Two other projects that focus on aging and Asian Canadian studies include co-applicants from 91亚色. View the  of recipients. 

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