14 Equity, Diversity and Inclusion in Research

In this section:

14.1 How do I integrate equity, diversity and inclusion into my grant application?
14.2 Where can I learn more about equity, diversity and inclusion in Research?
14.3 ​​Where can I receive training in equity, diversity and inclusion in research?
14.4 Canada Research Chairs Program Equity, Diversity and Inclusion Action Plan
14.5 What is the Dimensions Charter?
14.6 What is Laurier’s Equity, Diversity and Inclusion Community of Practise?

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14.1 How do I integrate equity, diversity and inclusion into my grant application?

Increasingly funding agencies require that applicants incorporate EDI principles into grant applications. The following are some best practices for integrating EDI into grant applications and research projects. Other ways of integrating EDI may be relevant depending on your discipline. Please consult with your Research Facilitator​ for further support.  

14.1.1 Research Team Composition

  • Create a team that includes researchers with diverse perspectives and lived experiences. 
  • Take proactive measures to create a research team that includes members of equity-seeking groups and/or individuals who have been traditionally marginalized in your discipline (e.g., individuals who identify as women, Indigenous Peoples, disabled peoples, and racialized minorities).

14.1.2 Research Design

  • Use a research approach (i.e., project design, participants, methods, analysis, and interpretation) that considers the potential impact of factors such as sex, gender, race, ethnicity, religion, age, and mental or physical disability. 
  • In your literature review, reference studies by researchers from diverse backgrounds and research that addresses diverse perspectives.  
  • For research that takes a partnership/community-based approach:  

    • Ensure that all knowledge contributed by partners and communities is valued and incorporated in the project.  

    • Engage with communities and research participants to ensure analyses reflect community needs and perspectives (e.g., through member checking, respondent validation, etc.).  

    • Create a healthy environment for sharing intellectual leadership and ensure power balances between diverse team members.  

14.1.3 Student/Trainee Recruitment and Hiring Practices

  • Widely distribute job postings to attract a diverse candidate pool.  
  • Ensure job postings use unbiased, non-gendered, and inclusive language.  
  • Provide accommodations throughout recruitment and hiring practices.  
  • Recognize slow downs in research productivity due to career leaves such as parental and sick leave, and encourage individuals with career leaves to apply.  
  • Use a standardized interview process.  
  • Ensure all members of a hiring committee have completed training on EDI and unconscious bias.  
  • Consult with Laurier’s Equity and Accessibility Officer to ensure appropriate recruitment and hiring practices are followed. 

14.1.4 Mentorship and Professional Development

  • Give all team members equitable opportunities to take part in professional development. 

    • Clearly and transparently communicate professional development activities such as networking events, conferences, and opportunities to co-author publications to all team members.   

    • ​Implement proactive measures to ensure professional development is accessible to all team members, including those with caregiving responsibilities, disabilities, etc. 

  • Provide all junior team members/trainees with equitable access to mentorship from senior team members.  
  • Equitably distribute mentorship responsibilities among senior team members and take proactive measures to value and recognize the work involved in mentorship.  
  • Create an environment where challenges, complaints and struggles of trainees can be shared openly, treated seriously and addressed appropriately.  

14.1.5 Research Culture

  • Provide opportunities for you and your team to learn more about EDI through training and workshops, reading published research on EDI, reading Laurier’s EDI Action Plan, etc.  
  • Work with your team to develop a shared code of conduct that creates a safe space for your team to thrive.  
  • Promote a lab or team environment that is respectful and inclusive of all team members (e.g, flexible scheduling to accommodate team members with caregiving responsibilities and of diverse faiths, accessible indoor and outdoor lab space, accessible educational materials, etc.).
  • Ensure trainees are given time to participate in religious holidays and events.

14.1.6 Community Engagement/Outreach

  • Take proactive measures to disseminate research findings to diverse groups who could potentially be impacted by the research (e.g., community groups, governments, non-governmental and not-for profit organizations, etc.).  
  • Create research outputs (e.g., webinars, infographics, plain language summaries, etc.) that are accessible to diverse audiences. Engage diverse communities throughout all stages of the research as appropriate.  
  • If your research addresses Indigenous peoples and communities, follow best practices for engaging Indigenous communities in authentic, respectful research relationships. 
  • Host community engagement events that are accessible and inclusive with respect to location, time, food offered, etc.  

14.2 Where can I learn more about equity, diversity and inclusion in Research?

Laurier’s Office of Equity, Diversity and​ Inclusion​ offers a number of online modules and workshops to strengthen Laurier’s research efforts.  In particular, the Office of EDI has developed a learning module entitled “Inclusive Research” available on MyLearningSpace through the “Self Registration” menu. The course is listed as “EDI – Inclusive Research.”  This self-paced hybrid course and toolkit provide concrete strategies for incorporating EDI into labs and research teams. In completing the course, participants will build a working understanding of foundational EDI concepts, understand how to embed EDI in research processes and systems and how to foster a collaborative research environment rooted in equity and excellence.

For additional external resources, please see:  

14.3 ​​Where can I receive training in equity, diversity and inclusion in research?

14.4 Canada Research Chairs Program Equity, Diversity and Inclusion Action Plan

As part of Laurier’s commitment to EDI, the Canada Research Chair Program Equity, Diversity and Inclusion Action Plan outlines how Laurier intends to identify, prevent, and remove barriers to inclusion for those who identify as women, having disabilities, racialized, Indigenous and part of the LGBTQ2S+ community in the Canada Research Chair Program. 

14.5 What is the Dimensions Charter?

Laurier was one of the first postsecondary institutions in Canada to endorse the Dimensions Charter, which sets out principles to strengthen Canadian research and its research community through EDI. By choosing to endorse this charter, Laurier has committed to taking concrete steps to adopt these principles throughout the institution. 

14.6 What is Laurier’s Equity, Diversity and Inclusion Community of Practise?

Laurier’s EDI Community of Practice (CoP) brings together people from across the university with EDI as a key part of their role. 

The goals of the CoP are to: 

  • share and build EDI knowledge, research and identify best practices 
  • understand current state, gaps and opportunities to further EDI at Laurier 
  • ensure coordinated service delivery; clear roles and responsibilities  
  • develop institution-wide goals in support of EDI strategic priorities 
  • develop a roadmap and work together to achieve common/shared goals 
  • measure and communicate progress against goals 

If you’re interested in learning more about the CoP, please contact Pamela Cant, Chief Human Resources and Equity Officer or Andrea Davis, Associate Vice-President, Equity, Diversity and Inclusion. ​