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Equity, Diversity and Inclusion in Research

The University of Windsor (UWindsor) has demonstrated exemplary commitment over the past 30 years to employment equity and is committed to achieving and maintaining diverse and inclusive representation amongst all of its employees. UWindsor is equally committed to ensuring that researchers at UWindsor are provided with an equitable, diverse and inclusive (EDI) environment and that the University’s policies and procedures continue to support ongoing research excellence in a fully equitable and inclusive manner. The evidence clearly shows that increasing equity, diversity and inclusion (EDI) in research environments enhances excellence, innovation and creativity. EDI policies and practices strengthen the research community, as well as the quality, social relevance, outcomes and impacts of research.

Policy: Equity, Diversity and Inclusion in Research

The University of Windsor recognizes that being inclusive, having equitable policies, recruiting a diverse cadre of candidates, and being accessible for people of all abilities will strengthen the University’s research output and will build upon UWindsor’s research excellence. This UWindsor Canada Research Chair Equity, Diversity & Inclusion Action Plan (herein referred to as the “Action Plan”) will guide the University’s ongoing efforts for sustaining the participation of and/or addressing the underrepresentation of individuals (based on the institution’s equity gaps, if any) from the four Federally Designated Groups (FDGs) - Aboriginal Peoples, persons with disabilities, visible minorities, and women among the UWindsor CRC Chair allocations. In addition, the University includes sexual/gender minorities as a fifth designated group which is reflected in this Action Plan. Despite the unavailability of workforce data to set targets for sexual/gender minorities, the University is committed to ensuring the representation of this group within its Canada Research Chair Program.

The University is working to develop a plan for improving EDI across its research enterprise, using the principles laid out in its CRC Action Plan.

A recent environmental scan gauged the health of the University’s workplace environment among Canada Research Chairs, and the impact that it may have on the institution’s ability to meet its equity, diversity and inclusion objectives. As has been stated earlier, the University of Windsor has a longstanding commitment to employment equity, diversity and inclusion in our workforce.  These commitments also supported the recruitment and retention of researchers, including Canada Research Chairs.

Strong employment equity, diversity and inclusion practices have been built into the structure of the University of Windsor.  To reference the University of Windsor commitment, the following is a short summary of the committees, administrative units and groups that have been established over the years to promote measures for delivering fairness and equity through established policies, procedures and practices:

  • The University of Windsor has recently endorsed the Tri-Agency Dimensions Charter. In endorsing Dimensions, the University Executive is committed to upholding the Charter’s principles and advancing equity, diversity and inclusion principles at the University of Windsor.
  • Office of Human Rights, Equity & Accessibility (OHREA) – formed in 2010. Part of its mandate is to manage and deliver the University’s employment equity program. An employment equity multi-year plan defines, articulates and communicates its employment equity mandate.  (http://www.uwindsor.ca/ohrea/).
  • Presidential Committee on Employment Equity (PCEE) – Accountable to the President of the University, PCEE monitors the entire hiring process and employment equity procedures of Canada Research Chairs, regular faculty and academic administrative appointments and reviews procedural irregularities. Appointments and search committees must obtain PCEE approval for the position job advertisement, the shortlisted candidates and the recommended CRC candidates. 
  • Employment Equity/Procedural Assessors (EE/PA) – Equity Assessors monitor and ensure that each CRC (and regular faculty) Search Committee follows procedures in fairness and equity. Equity Assessors attend all search committee meetings (non-voting) and reviews materials from any of the search committees.  All CRC Search Committees must have an Equity Assessor that will ensure the recruitment and hiring processes are done in an equitable and fair manner. Additional information related to the role of the Employment Equity/Procedures Assessor can be found in Appendix H and Appendix I.
  • President’s Committee on Diversity and Inclusion (PCDI) – the chair of the committee is the President of the University. PCDI provides campus-wide leadership in the planning and approval of employment equity and accessibility policies and programs. The committee provides strategic leadership for employment equity and accessibility throughout the University community.
  • Employment Equity Coordinating Committee (EECC) – This committee works toward coordinating employment equity with the employer and employee groups at the University of Windsor. The committee is chaired by the Executive Director of OHREA and is made up of representatives from each bargaining unit on campus and an equal number of representatives from administration.
  • Review Committee on Employment Equity (RCEE) – The RCEE is chaired by the Executive Director of OHREA and is responsible for: (a) identifying where there is a serious under-representation of members of the designated groups in any Administrative Academic Unit (AAU) and/or Library; (b) recommending reasonable goals and timetables for hiring by any AAU and/or Library where serious under-representation of members of the designated groups exists, and (c) reviewing action taken within the University to achieve the hiring goals recommended by the RCEE.  The committee composition is two representatives from WUFA and two administrative positions and terms of reference are defined in the Faculty Collective Agreement.
  • Status of Women Diversity and Equity Committee (SWDEAC) – SWDEAC is a standing committee of WUFA and works on strategies for achieving equity and equality in the University community. This committee investigates ways and means by which women, racial minorities or those with disabilities have been or may be treated unfairly. The committee also makes recommendations to the Contract Committee, Executive Committee, and other committees of the WUFA relating to issues of employment equity.
  • Departmental Equity Committees – various units on campus have established their own equity committees that work independently, and have the goal of ensuring equitable, diverse and inclusive practices are in place within their respective Departments.

Contacts for Implementation of Equity, Diversity and Inclusion Agenda in Research

Dr. K.W. Michael Siu
Vice-President, Research & Innovation
150 Joyce Entrepreneurship Centre
519-253-3000, ext. 3925
vpri@uwindsor.ca

Ms. Heather Pratt
Executive Director, Research & Innovation
150 Joyce Entrepreneurship Centre
519-253-3000, ext. 3917
hpratt@uwindsor.ca

Ms. Kate Rosser-Davies
Research Facilitator, Research & Innovation
150 Joyce Entrepreneurship Centre
519-253-3000, ext. 3919
krdavies@uwindsor.ca

Contacts for Inquiries related to the Faculty Collective Agreement, or by-laws and policies governing faculty

Ms. Iva Gentcheva
Executive Assistant to the Provost and Vice-President, Academic
Assumption Hall
519-252-3000, ext. 2003
ivag@uwindsor.ca

Contacts for General Inquiries or Concerns related to Equity, Diversity & Inclusion

Ms. Kaye Johnson
Director, Office of Human Rights, Equity & Accessibility
325 Chrysler Hall Tower
519-253-2000, ext. 2056
ohrea@uwindsor.ca

Ms. Diane Luu-Hoang
Employment Equity & Human Rights Manager
Office of Human Rights, Equity & Accessibility
325 Chrysler Hall Tower
519-253-2000, ext. 2057
d.luu-hoang@uwindsor.ca

If you need help crafting an EDI statement on an application, or would like to learn more about implementing EDI best practices in your lab, please contact your research coordinator to access supports available through ORIS!