Equity, Diversity and Inclusion

Equity, Diversity and Inclusion are tightly related to research excellence. Inclusive research is excellent research. We increasingly see the Tri-Agencies redefining research excellence in these terms. Your research cannot meet the bar to be considered excellent if it is not inclusive. 

There are many definitions of EDI terms. We will focus on those given in the Best Practices in EDI in research for the New Frontiers in Research Fund competitions. They have set a high bar for EDI in the Canadian research context and provide a good target to strive for.

Further Reading

The following links provide opportunities to learn more about EDI in research, and develop EDI sections in Grant Proposals.

Training

• Canada Research Chairs - Unconscious Bias Module 
• CIHR Sex and Gender Training Modules 
• Gender-based Analysis Plus (GBA+) Course 
• GBA+: Beyond Sex and Gender 
• Workshops and Courses Available to SFU Staff through HR 
• Queen’s University Indigenous Community Research Partnerships

SFU Tools and Information

• SFU EDI website  
• SFU Library EDI resource guide: Home 
• National Centre for Faculty Development & Diversity 
• VP Academic EDI Resources 
• SFU CRC Program Information  
• Inclusive Events Checklist

Government of Canada

• Gender, Diversity and Inclusion Statistics (StatsCan) 
• Employment Equity Act - Justice Laws Website (laws-lois.justic.gc.ca)

Tri-Agency

• Best practices in Equity, Diversity and Inclusion in Research (New Frontiers in Research Fund) 
• NSERC Guide for Applicants: Considering EDI in your application 
• Tri-Agency EDI Action Plan 2018-2025 
• CIHR Equity, diversity and inclusion resources  
• NSERC Framework on EDI 
• New Frontiers in Research Fund: 2020 Exploration Multidisciplinary Review Panel Co-Chairs’ Report 
• NSERC DG peer review manual 
• NSERC DG Merit Indicators 
• NSERC Alliance Merit Indicators 
• NSERC 2020 A Strategic Plan 
• CRC Best Practices: Job Postings

Topic of Interest - Bias

• SFU - Unconscious bias, hiring, and retention: Equity, diversity, and inclusion (EDI) resource guide 
• Biases - BC's Office of the Human Rights Commissioner (bchumanrights.ca) 
• Harvard University - Implicit Association Test 
• Systematic inequality and hierarchy in faculty hiring networks - Science Advances (advances.sciencemag.org) 
• Outsmart your own biases (hbr.org) 
• Why your brain turns to biases under time constraints (fastcompany.com) 
• Microaggressions – WWEST, NSERC Chair for Women in Science and Engineering

Topic of Interest - Gender, Sex, Intersectionality, Inclusion

• Strengthening Canada’s Research Capacity: The Gender Dimension 
• What is GBA+? 
• Stanford University Gendered Innovations Project 
• CIHR How to integrate sex and gender into research 
• Intersectionality-informed Quantitative Research: A Primer 
• Gender Decoder for Job Ads 
• If there's only one woman in your candidate pool there's statistically no chance she'll be hired
• Inclusion Lens: Event Management Tool 
• The Safe Zone Project: Powerful, Effective LGBTQ Awareness and Ally Training Workshops 
• BC Government Accessibility and Inclusion Toolkit

Topic of Interest - Diversity

• Diversity in STEM: What it is and Why it matters
• Race, Ethnicity, and NIH Research Awards 
• Diversity Matters Project 
• The Business Case for Gender Diversity 
• Scientific Diversity Interventions 
• Five Ways to Build Diverse, Inclusive Leadership Teams

Topic of Interest - Inclusive Language

• Inclusive language - University of Victoria (uvic.ca) 
• Inclusive Language Guidelines - Queen’s University (queensu.ca) 
• Words Have Power: Avoiding Exclusionary Job Advertisements - Westcoast Women in Engineering, Science and Technology (sfu.ca)

Publications

• Banerjee, R., Reitz, J. G., & Oreopoulos, P. (2018). Do large employers treat racial minorities more fairly? An analysis of Canadian field experiment data. Canadian Public Policy, 44(1), 1-12. 
• Bendick Jr, M., & Nunes, A. P. (2012). Developing the research basis for controlling bias in hiring. Journal of Social Issues, 68(2), 238-262. 
• Carnes, M., Devine, P. G., Manwell, L. B., Byars-Winston, A., Fine, E., Ford, C. E., ... & Sheridan, J. (2015). Effect of an intervention to break the gender bias habit for faculty at one institution: a cluster randomized, controlled trial. Academic medicine: journal of the Association of American Medical Colleges, 90(2), 221. 
• Fortuna, L. R., Tolou-Shams, M., Robles-Ramamurthy, B., & Porche, M. V. (2020). Inequity and the disproportionate impact of COVID-19 on communities of color in the United States: The need for a trauma-informed social justice response. Psychological Trauma: Theory, Research, Practice, and Policy, 12(5), 443. 
• Gaucher, D., Friesen, J., & Kay, A. C. (2011). Evidence that gendered wording in job advertisements exists and sustains gender inequality. Journal of personality and social psychology, 101(1), 109. 
• Henry, F., Dua, E., James, C. E., Kobayashi, A., Li, P., Ramos, H., & Smith, M. S. (2017). The equity myth: Racialization and indigeneity at Canadian universities. UBC Press. 
• Lai, C. K., Marini, M., Lehr, S. A., Cerruti, C., Shin, J. E. L., Joy-Gaba, J. A., ... & Nosek, B. A. (2014). Reducing implicit racial preferences: I. A comparative investigation of 17 interventions. Journal of Experimental Psychology: General, 143(4), 1765. 
• Lee, C. J., Sugimoto, C. R., Zhang, G., & Cronin, B. (2013). Bias in peer review. Journal of the American Society for Information Science and Technology, 64(1), 2-17. 
• Lucas, B. J., Berry, Z., Giurge, L.M., Chugh, D.  "A longer shortlist increases the consideration of female candidates in male-dominant domains"  Jan. 2021 Nature Human Behaviour https://www.nature.com/articles/s41562-020-01033-0 
• Mohr, T. S. (2014). Why women don’t apply for jobs unless they’re 100% qualified. Harvard Business Review, 8. 
• Nielsen, M. W., Alegria, S., Börjeson, L., Etzkowitz, H., Falk-Krzesinski, H. J., Joshi, A., ... & Schiebinger, L. (2017). Opinion: Gender diversity leads to better science. Proceedings of the National Academy of Sciences, 114(8), 1740-1742. 
• Phillips, K. W., Liljenquist, K. A., & Neale, M. A. (2009). Is the pain worth the gain? The advantages and liabilities of agreeing with socially distinct newcomers. Personality and Social Psychology Bulletin, 35(3), 336-350. 
• Player Abigail, Randsley de Moura Georgina, Leite Ana C., Abrams Dominic, Tresh Fatima, Overlooked Leadership Potential: The Preference for Leadership Potential in Job Candidates Who Are Men vs. Women, Front. Psychol., 16 April 2019 | https://doi.org/10.3389/fpsyg.2019.00755 
• Ruiz-Cantero, M. T., Vives-Cases, C., Artazcoz, L., Delgado, A., Calvente, M. D. M. G., Miqueo, C., ... & Valls, C. (2007). A framework to analyse gender bias in epidemiological research. Journal of Epidemiology & Community Health, 61(Suppl 2), ii46-ii53. 
• Sensoy, Ö., & DiAngelo, R. (2017). “We Are All for Diversity, but...”: How Faculty Hiring Committees Reproduce Whiteness and Practical Suggestions for How They Can Change. Harvard Educational Review, 87(4), 557-580. 
• Trix, F., & Psenka, C. (2003). Exploring the color of glass: Letters of recommendation for female and male medical faculty. Discourse & Society, 14(2), 191-220. 
• Woolley, A. W., Chabris, C. F., Pentland, A., Hashmi, N., & Malone, T. W. (2010). Evidence for a collective intelligence factor in the performance of human groups. science, 330(6004), 686-688.