Brock University is actively committed to diversity and the principles of employment equity and invites applications from all qualified candidates. Women, Indigenous peoples, members of visible minorities, people with disabilities, and lesbian, gay, bisexual, transgender, and queer (LGBTQ) persons are encouraged to apply and to voluntarily self-identify as a member of a designated group as part of their application. Differing career patterns may be more common among members of designated groups and this should be taken into account in assessing the experiences and qualifications of members of these groups.
Raising Awareness about Equity, Diversity and Inclusion
Brock’s strategy consists of a combination of broad and targeted communications, engagement with key stakeholders and ongoing training. In particular, the strategy will include:
- Dedicated webpage/statements on Brock’s CRC webpage: The new web page will recognize the University’s commitment to equity, diversity and inclusion within the CRCP and broader research enterprise and highlight its benefits, as well as include all relevant information and documentation related to this commitment.
- Communication to all Faculties: A communication is being sent to all Faculties in November iterating Brock University’s commitment to equity, diversity and inclusion. This communication will not only highlight the steps the institution is taking towards ensuring fair representation of all groups among our Canada Research Chairs and research enterprise, but will also reiterate the agreement between the University and the Brock University Faculty Association that the University is better able to advance its essential functions, namely the pursuit, creation and dissemination of knowledge through teaching and research, if members of designated groups are well represented in the bargaining unit.
- Engagement with stakeholders: Brock’s VPR and Director, Research Services will meet with key stakeholders to educate and engage them in this initiative, including the Brock University Faculty Association and the Senate Research and Scholarship Policy Committee.
- Training: Mandatory unconscious bias training, as per the Equity Diversity and Inclusion Practices established by the Canada Research Chairs program, will be made accessible to all faculty and staff involved in the recruitment and nomination of Chairholders.
A governance plan for approval of the equity plan due December 15
- Approval authority: The equity plan for the CRCP program will be approved by the Provost and Vice-President, Academic.
- Administrative lead: The Vice-President, Research will be the administrative lead for coordinating the development of the equity plan. The Vice-President, Research has established a CRC Equity Working Group to assist in the process, comprising of the: VP, Research; Provost; University Secretary; Senior Advisor, Human Rights and Equity; Director, Office of Research Services; Director, Government Relations; Canada Research Chair representative.
- Process: A draft equity plan will be developed by the CRC Equity Working Group, following a review of best practices in this area and training on equity, diversity and unconscious bias. The draft plan will then be shared with key stakeholders for input. Key stakeholders will include: the Senate Research and Scholarship Policy Committee, BUFA, current CRCs and the Deans. Following the consultation process, the plan will be finalized by the Working Group and submitted to the Provost for approval.
- Review: The governance plan will be reviewed by the Provost and Vice-President, Academic every three (3) years and amended if necessary to ensure it remains current and appropriate.
How we monitor and report on equity, diversity and inclusion
Women, Indigenous peoples, members of visible minorities, people with disabilities, and lesbian, gay, bisexual, transgender, and queer (LGBTQ) persons are encouraged to apply and to voluntarily self-identify as a member of a designated group as part of their application to CRC positions. As such, Brock University is committed to employment equity and follows a five-step employment equity process for Faculty and Librarian recruitment. Brock University provides an overview of the five steps on its public facing website to ensure clarity and process integrity. The five steps include:
- Candidates who are a member of one of the aforementioned designated groups and who wish to have their application considered as such, may fill out a Self-Identification Form and return it with their application.
- A shortlist of candidates is submitted to the appropriate Dean/University Librarian. The shortlist submission includes:
- the advertisement for the position being recruited for;
- the department, Library or centre Employment Equity Plan;
- an outline of search procedures and expectations;
- specific steps taken to address gender imbalances and equity pertaining to the five identified groups as identified in the BUFA Collective Agreement;
- a summary of the discussion and rationale relevant to the establishment of the shortlist;
- complete files of applicants who have been shortlisted for interview; and,
- If the shortlist does not include a self-identified member of a designated group, the dossiers of all self-identified members of designated groups who are candidates for the position must also be included, as well as a written rationale for not including a designated group member on the short-list. Within five (5) days of receiving the shortlist from the Department/Library/Centre, the Dean/ University Librarian or his/her designate shall submit the completed documentation to the Joint Committee on Employment Equity (JCEE) (a University-wide Committee).
- The JCEE reviews the materials submitted by the Dean/University Librarian designate and provides written recommendations to the Dean/University Librarian designate within three (3) working days. The Department/Library/Centre shall consider the JCEE’s comments before making a final decision with respect to the shortlist. The Department/Library/Centre shall inform the Dean/University Librarian of its final decision with respect to the shortlist.
- After the search committee has interviewed the short-listed candidates, the written recommendation for appointment shall be forwarded to the Dean/University Librarian by the Chair of the Search Committee within one (1) week of the Department reaching a decision. All recommendations for appointments forwarded to the Dean/University Librarian must include:
- the candidate’s complete dossier; and,
- a brief description of the employment equity procedures followed in the competition.
On an annual basis, and prior to June 1, a summary of recruitment activity during the previous 12-month period, combined with the Department/Library/Centre Employment Equity Plans, will be used by the JCEE to review procedures, actions, and outcomes related to recruitment and appointment of faculty members, including CRC positions.
Contact for handling grievances
As Canada Research Chairs are faculty members at Brock University, the Provost is ultimately responsible for ensuring the proper handling of equity and any resulting disputes and grievances.
Brock policies related to recruitment, governing and employment of CRCs
- Recruitment, governance and all employment-related matters for Canada Research Chairs must be in accordance with the Collective Agreement between Brock University and the Brock University Faculty Association: https://www.bufa.ca/resources/bufa-collective-agreement/
Brock’s Utilization Spreadsheet
Brock Utilization Spreadsheet can be found here.
Brock’s Equity Targets
Brock current targets are to ensure that we have three (3) women and two (2) visible minorities represented with our CRC complement. We currently have no gaps in our targets.
Commitment of Equity and Diversity
In accordance with the Collective Agreement between Brock University and the Brock University Faculty Association (Article 19.10 e. i.) each advertisement for a CRC shall include the following statement: Brock University is actively committed to diversity and the principles of employment equity and invites applications from all qualified candidates. Women, Indigenous peoples, members of visible minorities, people with disabilities, and lesbian, gay, bisexual, transgender, and queer (LGBTQ) persons are encouraged to apply and to voluntarily self-identify as a member of a designated group as part of their application. Candidates who wish to be considered as a member of one or more designated groups should fill out the Self-Identification Form and include the completed form with their application
Process for identifying scholarly areas for CRCs
- A call for applications is distributed to all academic departments across the University, advising them to submit applications for CRC positions to their respective Deans.
- Faculty Deans receive applications and form a committee to review and rank applications. Faculty Deans forward applications to the Vice-President Research.
- The Vice-President Research forwards applications to a Selection Committee composed of senior administrators (the Provost, the Vice-President Research, the Associate Vice-President Research and the Dean of Graduate Studies) and one non-voting advisor (the Director of the Office of Research Services).
- The Selection Committee reviews and discusses the applications and selects the appropriate number (depending on how many CRC positions are available to the University).
- The Provost advises the Deans of the Selection Committee’s decisions.
- Deans whose Faculties were successful in the process work with the appropriate Departments (and Centres or Institutes, if applicable) to develop advertisements to recruit candidates for CRC positions.
- All procedures for recruiting CRCs and for observing Equity, Diversity and Inclusiveness are described in the Collective Agreement between Brock University and the Brock University Faculty Association: https://www.bufa.ca/resources/bufa-collective-agreement/