Office of the Vice-Principal (Research)

Office of the Vice-Principal (Research)
Office of the Vice-Principal (Research)

Canada Research Chairs Program (CRCP)

The Canada Research Chairs Program (CRCP) was created by the Government of Canada in 2000 with the purpose of the establishment of 2,000 research chairs – Canada Research Chairs (CRCs) –  at universities across Canada. 

CRCs represent research excellence in all disciplines and have the objective of improving our depth of knowledge and quality of life, strengthening Canada's international competitiveness, and training the next generation of highly skilled individuals.

There are two different types of CRCs:

  • Tier 1 Chairs, tenable for seven years and renewable, are for outstanding researchers acknowledged by their peers as world leaders in their fields. For each Tier 1 Chair, the university receives $200,000 annually for seven years.
  • Tier 2 Chairs, tenable for five years and renewable once, are for exceptional emerging researchers, acknowledged by their peers as having the potential to lead in their field. For each Tier 2 Chair, the university receives $100,000 annually for five years.

From the Canada Research Chair Program website

As of October 2017, there are 41 active CRCs at Queen’s; the names of whom can be found on the CRCP website.

Queen's Commitment to Equity, Diversity and Inclusion

The research community at Queen’s is committed to and recognizes that building a culture of diversity and inclusiveness is a socially responsible approach with benefits that reach beyond Queen’s University. At Queen’s, we recognize that diversity advances research for the greater good by valuing alternate perspectives, thereby unlocking creative potential and stimulating novel collaborations.

To that end, Queen’s values its responsibility to promote equity in the employment of women, racialized/visible minorities, Indigenous/Aboriginal peoples, and persons with disabilities; Queen’s is an advocate for equity within the Canada Research Chairs Program. 

Queen’s commits to evaluating representation of the Four Designated Groups listed above within its Canada Research Chair Program and commits further to striving proactively to meet and to maintain its equity targets.

(To be presented as a notice of motion to Senate at its October 31, 2017 meeting and for action at Senate’s November 28, 2017 meeting.)

Awareness Raising Strategy: Benefits of Equity, Diversity and Inclusion

The Queen’s University strategy includes three components: (i) participation in the Employment Equity Framework (EE Framework), (ii) training, and (iii) communications.

(i) Employment Equity Framework

Queen’s has instituted an EE Framework, which is made up of working groups that engage all levels of administration in creating and maintaining an inclusive and diverse environment within the workplace.  The Framework’s main goal is to ensure sustained action on systemic change with respect to equity by involving the appropriate levels of administration within its working groups.  Another goal is to increase knowledge and awareness across the various levels of administration such that individuals can develop the competencies to effect change within their area of responsibility.

(ii) Training

All academic search committees receive three hours of employment equity training.  Each committee must have an employment equity representative, who is responsible for ensuring that the principles of employment equity and an active recruitment process are followed. This representative receives an additional three hours of training to prepare them for this role.

In addition to the three- to six-hour training session(s) provided to all academic search committees, additional representation for equity has been a regular practice for Canada Excellence Research Chair (CERC) searches.  All training sessions include an implicit bias component.

The mandate of the Equity Office is to administer the training registration process, and to develop and deliver training in collaboration with appropriate units.  The Equity Office also administers the Queen’s Equity Appointment Process (QEAP) application, which enables the self-identification of applicants and allows hiring committees, Deans and the Office of the Provost and Vice-Principal Academic to track the diversity of recruitment pools from application to hiring.  The application also tracks special measures taken to attract candidates from the four designated groups and asks for an outline of the reasons why an underrepresented candidate did not receive an appointment if there was an applicant from that designated group within the interview pool.

(iii) Communications

The Equity Office website provides employment equity information and resources to hiring committees and hosts the Together We Are blog, which is a community of people celebrating equity, diversity and inclusion in the Queen’s and broader Kingston community.

The Queen’s Gazette also strives to highlight the accomplishments of Queen’s researchers and is committed to ensuring that the diversity of the research community is regularly highlighted.

Governance Plan for Approval of Queen's CRC Equity, Diversity and Inclusion Action Plan

The Queen’s CRC Equity, Diversity and Inclusion Action Plan will be the joint responsibility of the Office of the Provost and Vice-Principal (Academic) and the Office of the Vice-Principal (Research).  All relevant materials will be posted on the Vice-Principal (Research) website by December 15, 2017.

The Plan will include the above-quoted equity, diversity and inclusion policy statement, which was drafted in collaboration by the Office of the Provost and Vice-Principal (Academic) and the Office of the Vice Principal (Research).  This statement will be brought to Queen’s University Senate for formal approval in November 2017.   Deans, Vice-Provosts, Vice-Principals and the Principal will review and provide feedback on the CRC Equity Action Plan in November 2017.  Once feedback from all consultations is complete, a committee of Vice-Principals, responsible for approving all administrative university policies, including the Employment Equity Policy, will approve the final version of the CRC Action plan in December 2017.  

Canada Research Chair Recruitment

Canada Research Chair postings at Queen’s University are included on the university’s Faculty Recruitment website, categorized by academic unit.   Academic units also employ a variety of strategies to ensure a diverse applicant pool, including posting to job boards and list serves of academic organizations of equity seeking groups, and ensuring that all postings are also hosted on Equitek, a national job board that proactively distributes employment postings to underrepresented demographics across Canada.

Questions on Equity and Diversity?

For more information on the implementation of Queen’s CRC Equity Action Plan or Queen’s equity, diversity and inclusion agenda, please contact one of the following individuals:

Deputy Provost (Academic Operations and Inclusion)

University Advisor on Equity

Monitoring, Reporting, and Addressing Equity, Diversity and Inclusion Concerns

With oversight from the Provost and the Deputy Provost (Academic Operations and Inclusion), the Equity Office monitors progress, and reports regularly to the faculty union, the Deans, and the senior administration on progress toward increasing the representation of designated groups in the university’s academic ranks. These progress reports also form the basis of discussion for improving employment equity and may also be used to make policy recommendations to the Queen’s Senate.

During the recruitment process, the Equity Office, with the assistance of the Equity Representative, provides the Appointments Committee with confidential information on the diversity of the applicants who have applied to the position, and informs the Committee on how diverse the applicant pool remains as the Committee goes through the process of creating a long list of candidates, a short-list, a rank of applicants who are considered suitable for the job and finally, hiring.  This information shows the academic unit whether equity targets have been met and allows units to develop a strategy to meet those targets.

The Equity Office staff includes the University Advisor on Equity and two Equity Officers who are available to address concerns during hiring and planning; they ensure that the appropriate senior administrators are engaged in addressing any concerns and, when needed, that an appropriate process to resolve concerns is enacted.  

Canada Research Chair Program: Equity Targets for Queen's University

Queen’s University equity targets and the number of chair holders for each of the Four Designated Groups are summarized in the chart below – these data can also be found on the Equity, Diversity and Inclusion Practices Canada Research Chairs website.  The information in the table below reflects the number of individuals who self-identified, using the I Count Queen’s Equity Census, as members of the Four Designated Groups.

Women

Visible Minorities

People with Disabilities

Aboriginal People

Target in Chairs

Number of Chairs

Target in Chairs

Number of Chairs

Target in Chairs

Number of Chairs

Target in Chairs

Number of Chairs

13

5

6

7

2

(see below)*

0

(see below)*

 *Numbers lower than five were removed to protect the privacy of Canada Research Chair holders.

Queen’s University recognizes that the number of female Canada Research Chairs is well below our target – we are committed to addressing this gap within the next 24 months.   The commitment of our university to equity, diversity and inclusion is illustrated by the recent expansion of the mandate of the Deputy Provost to explicitly add responsibility for “Inclusion” to the more general mandate “Academic Operations”.  Thus, a senior university officer with attendant visibility and resources is accountable for equity, diversity and inclusion and for implementing recommendations from task forces, such as the recent Principal’s Implementation Committee on Racism, Diversity and Inclusion and the Truth and Reconciliation Commission Taskforce.

Queen’s University is pleased to note that its continued efforts to promote equity were recognized with the October 2017 Employment Equity Achievement Award in the Innovation category from Employment and Social Development Canada.  The award recognizes employers who have been innovative in the implementation of employment equity and, specifically, acknowledges Queen’s guiding Accessibility Framework as well as the Employment Equity Framework, and initiatives such as the Diversity and Equity Assessment and Planning (DEAP) Tool. DEAP is a web-based application that allows academic units to assess their progress on educational equity based on twelve indicators of equity, including employment equity; well over 40% of academic units are currently using the DEAP.

Queen's University Canada Research Chair Holders

The Queen’s University Canada Research Chair utilization spreadsheet is maintained by the Canada Research Chair Program and includes the number of Canada Research Chairs allocated to Queen’s, how many are filled and by whom, and types of “flex” moves.