“Creating an Equitable, Diverse and Inclusive Research Environment: A Best Practices Guide for Recruitment, Hiring and Retention” – Canada Research Chairs (CRC)

I can’t help but feel there is a giant finger wagging over me when I read the CRC’s “Creating an Equitable, Diverse and Inclusive Research Environment: A Best Practices Guide for Recruitment, Hiring and Retention.”

A few notables:

  1. One does not “provide” mandatory EDI training. Try, “Make EDI training mandatory for all committee members …”

C. Hiring Committee

Provide mandatory EDI training for all committee members that includes instruction on how to recognize and combat unconscious, implicit, overt, prejudicial and  other kinds of bias (e.g., the “dirty dozen” as explained in The Equity Myth). Other important EDI training for committee members and employees includes anti-racism, ally training, inclusive communications and workplaces, reconciliation, intersectionality, intercultural competence, accessibility and accommodations, and champions for change.”

Identify potential biases, stereotypes and micro-aggressions revealed during discussions, and support the committee members as they work through them.

2. I would be a VERY nervous candidate if my interviewer said the following to me :

D. Interview

Be explicit that career breaks for family or medical needs or community responsibilities will not negatively impact the hiring decision

3. You mean that, “Do you always go bra-less” is out?! CRC = no fun. I’m not suggesting this question should be asked, but I do worry about the apparent dearth of humour in the EDI realm.

Ensure that “impermissible questions” are not asked during the less formal parts of the interview process and do not use any personal information about the candidates which may be learned during this stage as part of the decision-making process (e.g., family status).

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