Canada Research Chairs at the University of Toronto
Equity, Diversity and Inclusion
This website details both new and ongoing initiatives underway to increase the diversity of faculty holding Canada Research Chairs (CRC) at U of T. These actions align with the Federal program’s Equity, Diversity and Inclusion Requirements and Practices and aim to increase transparency within the program which also requires firm targets to increase nationally the number of chair holders from the federally designated groups as defined by the CRC program: women; Aboriginal peoples; persons with disabilities; and members of visible minorities.
Where there are processes and policies unique to the affiliated hospitals, those are indicated with links to each hospitals’ CRC websites.
- U of T’s Equity, Diversity and Inclusion Action Plan
- Statement of Equity, Diversity and Excellence
- About U of T’s CRCs
- Contact Us
- U of T CRC Opportunities
- Guide to the Administration of CRCs at U of T
- 2018 CRC Institutional EDI Action Plan Progress Report
Statement of Equity, Diversity and Excellence
The University of Toronto is strongly committed to equity, diversity and inclusion as stated in our institutional Statement of Equity, Diversity and Excellence excerpted here:
“At the University of Toronto, we strive to be an equitable and inclusive community, rich with diversity, protecting the human rights of all persons, and based upon understanding and mutual respect for the dignity and worth of every person. We seek to ensure to the greatest extent possible that all students and employees enjoy the opportunity to participate as they see fit in the full range of activities that the University offers, and to achieve their full potential as members of the University community.”
“We will proactively seek to increase diversity among our community members, and it is our aim to have a student body and teaching and administrative staffs that mirror the diversity of the pool of potential qualified applicants for those positions.”
“We believe that excellence flourishes in an environment that embraces the broadest range of people, that helps them to achieve their full potential, that facilitates the free expression of their diverse perspectives through respectful discourse, and in which high standards are maintained for students and staff alike. An equitable and inclusive working and learning environment creates the conditions for our diverse staff and student body to maximize their creativity and their contributions, thereby supporting excellence in all dimensions of the institution.”
The University, in conjunction with our partners in the nine affiliated hospitals within the Toronto Academic Health Science Network (TAHSN), has developed an Equity, Diversity and Inclusion Action Plan to both increase the number of Canada Research Chairs from the federally designated groups, and to develop procedures and initiatives that enable the university community to work towards our shared responsibility to create an inclusive and equitable environment to conduct world-class research.
The Equity, Diversity and Inclusion Action Plan was developed in consultation with the affiliated hospitals (TASHN Research Committee), senior university leadership, divisional leaders (Principals, Deans, Academic Directors and Chairs – PDAD&C) and relevant groups within the university community including the VPRI Equity and Diversity in Research and Innovation Working Group (EDRI), the Research Advisory Board (RAB) and the Institutional Research Leaders Group (IRLG). Following consultation the plan was approved by the Vice-President, Research and Innovation under authority delegated from the Governing Council through the Research Administration Policy.
In concert with central university efforts to raise awareness of issues related to equity, diversity and inclusion within the CRC program and our research enterprise more broadly, these groups are being asked to discuss these issues with their faculty, staff and students. Many of our divisions are already undertaking significant initiatives related to equity, diversity and inclusion; these are highlighted in the Action Plan.
The Office of the Vice-President, Research and Innovation has released the university’s Strategic Research Plan (SRP) for the next five years. The SRP provides direction for how to support university scholarship by identifying strategic objectives and enabling actions. A key objective is a commitment to equity, diversity and inclusion in the university’s research enterprise. Enabling actions to achieve equity, diversity and inclusion goals are currently being developed and include broader communication about how excellence flourishes in a diverse, equitable and inclusive research and innovation environment.
About U of T’s CRCs
Canada Research Chairs are held by tenure-stream faculty at the University of Toronto and clinician-scientists employed by nine affiliated hospitals within the Toronto Academic Health Science Network (TAHSN).
Oversight of the CRC program resides in the portfolio of the Vice-President, Research and Innovation who works closely with the Vice-President and Provost, divisional leaders, and the leadership of the Toronto Academic Health Science Network (TAHSN).
CRC positions are filled through internal nominations within a U of T department or division or affiliated hospital, or are tied to the recruitment of a new tenure-stream faculty member or hospital-based appointment. The successful candidate from these searches is nominated for a Canada Research Chair, normally after beginning their employment at U of T or the hospital.
U of T’s CRC Utilization Table
The attached CRC program utilization table outlines the number of chair allocations at U of T, how many are filled with the names and term dates for each CRC, the types of flex moves used and unfilled allocations.
U of T CRCs from the Federally Designated Groups
The University is meeting its targets for three of the federally designated groups as outlined in the table below. While this achievement aligns with the program requirements, we recognize that maintaining and increasing the diversity of our Canada Research Chairs requires proactive initiatives underpinned by a research-informed approach, as well as education and leadership throughout U of T and the hospitals. Further details are included in the U of T Equity, Diversity and Inclusion Action Plan.
|Canada Research Chairs at U of T & Affiliated Hospitals
247 Filled Chairs (December 2018)
|Designated Group||National Target||National Target in Chairs||Number of Self Identification||No Response||Occupancy % Including No Response||Gap # of Chairs|
|Visible Minority||15%||37||46||8||19%||No Gap|
|Person with Disability||4%||10||8||5||3%||2|
|Aboriginal Person||1%||2||*||7||1%||No Gap|
|* In keeping with the Privacy Act, if the number of chairholders who self-identified is less than five, it is not provided to protect the privacy of the chairholders.|
We welcome questions, feedback and suggestions about the CRC program at U of T and the Equity, Diversity and Action Plan and its implementation. Please contact Judith Chadwick, Assistant Vice-President, Research Services – firstname.lastname@example.org.
Links to the U of T Affiliated Hospitals:
- Baycrest Health Sciences
- Holland Bloorview Kids Rehabilitation Hospital
- Centre for Addiction and Mental Health
- Sinai Health System
- St. Michael’s Hospital
- Sunnybrook Health Sciences Centre
- The Hospital for Sick Children
- University Health Network
- Women’s College Hospital
Concerns about Equity, Diversity and Inclusion at U of T
There are a number of mechanisms at U of T to address concerns related to equity and diversity depending on the issue, and one’s position at U of T and/or affiliated hospital (i.e. faculty, staff or student). Concerns or questions sent to the Office of the Vice-President, Research and Innovation at email@example.com will be reviewed and may be referred to one or more university officials as needed:
- Concerns related to research and innovation: Vice-President, Research and Innovation
- Concerns related to the affiliated hospitals: Dean, Faculty of Medicine and Vice Provost, Relations with Health Care Institutions
- Concerns related to employment at U of T or equity and diversity more broadly: Vice-President, Human Resources and Equity
All equity and diversity concerns will be reported to the Vice-President, Human Resources and Equity.
Additional resources related to concerns related to equity and diversity at U of T:
- U of T Equity Offices
- For Faculty and Staff: Prohibited Discrimination and Discriminatory Harassment
- For Students: Prohibited discrimination complaints
- Policy on Sexual Violence and Sexual Harassment