The University of Guelph recognizes that an inclusive campus and a culture of inclusion is an institutional and social imperative. Acknowledging the University’s diverse population and ensuring that every member of an inclusive campus is a valued contributor is a foundational pillar of a successful post-secondary institution.

The following principles drive the University’s commitment to equity, diversity, and inclusion (EDI):

• All campus community members must anticipate and encourage diverse perspectives and leverage them to drive creativity and innovation
• A culture of inclusion begins by acknowledging the diversity among us and recognizing that some members of our community experience barriers to education, employment, and full participation due to systemic factors
• A culture of inclusion is possible only if the institution continually designs, reviews, and rebuilds structures – including policies, programs, and practices – that are inclusive, equitable, and accessible to all
• A culture of inclusion necessities the involvement of the community of diverse stakeholders – faculty, staff, and students – to drive a strategic and system-wide approach to EDI

The University supports the Canada Research Chair Program's (CRCP) commitment to EDI. For more details, see the CRCP's  Equity, Diversity and Inclusion Requirements and Practices [1]

To raise awareness of the benefits of Equity, Diversity, and Inclusion (EDI) within the CRCP and the broader research enterprise the University has:

• Consulted with the University community to produce Fostering a Culture of Inclusion: An Institutional Imperative (recognized within the University as the Inclusion Framework [2]).
• Established the University Inclusion Committee, which provides coordinating oversight of the University’s multiple EDI committees and initiatives (including the President’s Advisory Committee on Aboriginal Initiatives and the EDI in Research Committee) and which reports directly to the University Executive Leadership.
• Established the CRC Advisory Committee [3] whose mandate includes reviewing nomination files for alignment with University and CRC Program recruitment and nomination processes.
• Publicized updates related to EDI in the CRC Program via the Office of Research communications platform, Research Alerts [4] and the University of Guelph intranet.           

The 2017-2019 CRC EDI Action Plan was approved by the Vice-President (Research) (VPR) and the Provost and Vice President (Academic) (VPA) in 2017.  The VPR is responsible for meeting the goals and objectives outlined in the institutional CRC EDI Action Plan. 

The University’s Institutional CRC Equity, Diversity, and Inclusion Action Plan [8] details actions the University is taking to implement EDI principles in the management of its CRC allocation in alignment with the CRC Best Practices Guide for Recruitment, Hiring and Retention [9] and the CRC program’s Equity, Diversity, and Inclusion Requirements and Practices [1].

Read our CRC EDI progress reports:

• EDI Progress Report 2023 [10]
• EDI Progress Report 2022 [11]
• EDI Progress Report 2019 and 2020 [12]
• EDI Progress Report 2018 [13]

Indira Naidoo Harris, Assistant Vice-President (Diversity and Human Rights) (AVP DHR), is responsible for implementing the University of Guelph’s EDI agenda.  She can be reached through dhrinfo@uoguelph.ca [14]; 519 824-4120, ext 53000

The Office of Diversity and Human Rights [15] (DHR) is an independent and impartial office reporting directly to the University President. DHR's broad mandate is to coordinate, evaluate, and report on the University's institutional equity and inclusion activities, and to promote the fundamental rights and responsibilities guaranteed by Ontario's Human Rights (Code), as well as the fundamental values of the Inclusion Framework [6].

The Office administers the University's Human Rights Policy and its procedures [16] for addressing and resolving questions, concerns, and complaints about harassment and discrimination under the Code. DHR works with senior administrators, and other persons in positions of power, trust, and authority to identify and resolve questions, concerns, and complaints about individual courses of conduct, or the application of any University policy or procedure that may discriminate against persons protected by the Code.

Through its client-centered approach to issue resolution, DHR documents and triages all inquiries, questions, and complaints from the community. This allows its front line staff to quickly identify issues that are suitable for early resolution, and those that are more complex, or potentially systemic in nature, that may require an investigation, high level consultation, or other form of escalated review by the Assistant Vice-President, DHR or other senior administrators.

In that DHR exists within a broader, University-wide system of supports and services, its overall goal is to clearly explain the role and function of the Office, the principles of the Code, and to link community members to the form of assistance and support, with the most potential to address their identified needs.

In order to achieve these objectives, DHR gathers information through a variety of means, including confidential discussions with concerned parties; informal inquiries with other University resources; and through regular case assessment, issue trends analysis, and media monitoring.

This systematic approach to information gathering, helps identify systemic issues, and highlight unanticipated community or external incidents that may give rise to discriminatory impacts on community members protected under by Code.

In situations where a human rights process appears to be the best way forward, DHR employs a range of informal or formal approaches to issue resolution, which may include simple referrals, various alternative dispute resolution methods, investigation, and/ or consultation with the various administrators, committees and other groups that administer the University's various policies and procedures.

In concert with its issue resolution and oversight functions, DHR also provides strategic support, advice, and leadership for the University's institutional compliance, surveying, and reporting activities in the areas of accessibility, employment, fair trade, and educational equity under all applicable Provincial or Federal legislation, which includes the Accessibility for Ontarians with Disabilities Act (AODA) and the Federal Contractor's (employment equity) Program.

In accordance with the remedial intent of the Code, DHR also develops, facilitates, and lends its professional expertise to education, training, and outreach initiatives that promote the University's inclusive values, as they relate to our hiring and procurement practices, teaching methods, communication, and other topics.

DHR can be reached at dhrinfo@uoguelph.ca [14]; 519 824-4120, ext 53000.

Information, reports, and policies pertaining to DHR's compliance, issue resolution, education and outreach activities can be found on the Office of Diversity and Human Rights [15] website.

The University’s CRC equity targets [17] The University’s CRC equity targets are set by the CRCP, using its target-setting method. See the University of Guelph target-setting tool [18]. In keeping with the Privacy Act, if the actual number of chairholders who self-identified as belonging to one of the four groups is less than five, it is withheld to protect the privacy of chairholders.

Learn more about the program representation statistics [19] and the program’s population based Institutional Equity Targets 2021-2029 [20].

See the 2019 Addendum [21] to the 2006 Canadian Human Rights Settlement Agreement for more information on the CRC Program’s new target setting implementation, from December 2019 to December 2029.

See University of Guelph Policies for Management of Canada Research Chairs Allocation [22] for detailed policies related to management of the Canada Research Chairs program that meet the program’s requirements for recruiting and nominating Canada Research Chairs [23].

The Canada Research Chairs utilization table [24] shows the University’s allocation of Chairs and the agency associated with each Chair. Where those chairs are filled, the table shows the names and term dates.

The Provost & VPA and the VPR, in consultation with the Dean(s), will make the decision to allocate a vacant CRC. The Provost and VPR may employ any of the following approaches to allocating CRCs:

1. Open call for allocation proposals from colleges
2. Thematic call for allocation proposals from colleges (i.e., the call is focused on an identified strategic research theme)
3. Direct allocation to colleges without a competition
4. A special call for self-nomination from members of equity-seeking groups

The Provost and VPR will then make strategic allocation decisions based on the following principles:

• Equity, diversity, and inclusion (EDI)
• Alignment with the themes and disciplines of the Strategic Research Plan
• Alignment with the principles of the Strategic Research Plan
• College Tri-Agency market share

Once a CRC is allocated to a college, the recruitment process will meet recruitment requirements outlined in the Collective Agreement [25] and the Canada Research Chairs Program’s Requirements for recruiting and nominating Canada Research Chairs [26], as detailed in the University’s CRC policy.

"At the University of Guelph, fostering a culture of inclusion [27] is an institutional imperative. The University invites and encourages applications from all qualified individuals, including from groups that are traditionally underrepresented in employment, who may contribute to further diversification of our Institution. Collection of self-identification data is a requirement of the CRC Program, and all applicants to CRC positions are required to complete the University’s self-identification form, the Applicant Tracking Questionnaire [28]. The questionnaire includes an option “prefer not to answer.” Self-identification information is collected by the Office of Diversity and Human Rights (ODHR) in support of the University's employment equity program. All self-identification specifics of candidates will be kept confidential by the ODHR. The University of Guelph acknowledges the potential impact that career interruptions can have on a candidate’s 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."

If you require a medical accommodation during the recruitment or selection process, please contact Occupational Health and Wellness at 519-824-4120 x52674.

Ongoing internal and external positions with the Canada Research Chairs can be found at Canada Research Chair positions [29].

Decisions to use a CRC for emergency retention will be made by the Provost & VPA and VPR in consultation with the CRC Advisory Committee and in accordance with CRC guidelines for ensuring a fair and transparent recruitment and nomination process [26].

The Research Services Office publishes information related to Emergency Retention nominations at Canada Research Chairs Positions [29].

For previously available positions, please see our CRC position archive [30].