Recognition is growing of the importance of taking action to enhance equity, diversity, and inclusion (EDI) within Canada’s research ecosystem.

Research has shown that the most innovative and impactful research occurs within a diverse and inclusive research environment, because different perspectives are considered. This leads to greater benefits for more people.

Efforts to increase fair access to research support and to promote equitable participation in Canada’s research ecosystem have been led by the Canada Research Coordinating Committee (CRCC) and the three main federal funding agencies:

  • the Canadian Institutes of Health Research (CIHR)
  • the Natural Sciences and Engineering Research Council of Canada (NSERC)
  • the Social Sciences and Humanities Research Council of Canada (SSHRC)

For specific initiatives that the Tri-Agency is undertaking to foster a more equitable, diverse and inclusive research environment in Canada: Tri-Agency Equity, Diversity, and Inclusion Action Plan.

Mount Allison EDI Action Plan

As reflected in our public endorsement of the Dimensions program charter principles, Mount Allison University is committed to equity, diversity, and inclusion (EDI) related to the Canada Research Chairs Program and the broader research enterprise of the university.

Mount Allison acknowledges honours and respects the Mi’kmaw and Wolastoquyik (Maliseet) peoples, the historic inhabitants, custodians, and dwellers on the land where our university is built, and confirms its commitment to strengthen relationships with them.

Mount Allison is committed to diversity and inclusiveness. In our hiring processes we encourage applications from members of racialized communities, Indigenous persons, persons with disabilities, and persons of all sexual and gender identities. We seek candidates with qualifications and knowledge to contribute specifically to the further diversification of our campus community.

Research Services at Mount Allison is committed to fostering an inclusive research environment that supports researchers reaching their full potential.

Governance: The Mount Allison EDI Action Plan is approved and administered by the University’s Provost and Vice-President, Academic and Research. The Provost is also responsible for reviewing the plan with appropriate stakeholder groups (e.g. Senate Research and Creative Activities Committee, Office of Research Services, and CRCs) on a regular basis.

For more information:

Building awareness of EDI, its benefits, and our commitment

The University is committed to promoting awareness of EDI concerns across our entire campus community.

The departments of Student Affairs and Human Resources, as well as the offices of Research Services and the Provost are actively developing and sharing strategies to demonstrate our commitment to and the benefits of these initiatives among our students, staff, and faculty researchers.

Some of the key components of Mount Allison’s strategy for raising awareness among our faculty and research community of our EDI commitments and the resultant benefits include:

  • working with academic departments and programs on hiring processes to emphasize our requirement to address EDI objectives in faculty hiring decisions
  • providing opportunities for EDI and unconscious bias workshops for both hiring committees and the broader university community (mandatory for CRC hiring committees)
  • a requirement to act on EDI issues in the position descriptions (list of responsibilities) for all senior managers

For more details: Mount Allison EDI Action Plan (pdf), under Strategies for Raising Awareness on Equality, Diversity, and Inclusion.

If you have questions or concerns related to equity and diversity with our Canada Chairs program, please contact:

Dr. Vicki St. Pierre, Provost and Vice-President, Academic and Research (Acting)
Mount Allison University
65 York Street, Sackville NB  E4L 1E4
(506) 364-2622 |

Alternatively, current faculty members may submit questions or concerns related to equity, diversity, and inclusion to:

Questions, concerns, and complaints

All questions, concerns, and complaints regarding equity, diversity, and inclusion are treated in confidence.

It is the responsibility of the Provost and the Director of People and Culture to ensure that complaints are tracked to resolution. The Director of People and Culture is responsible for keeping all records and statistics related to complaints received.

A person filing a complaint retains the right to withdraw that complaint or redirect it to another process at any time.

Additional information regarding how concerns are received and addressed by the institution can be found in our EDI Action Plan (pdf), under Process for Receiving and Responding to Complaints.

Resources for EDI in research