Equity, Diversity, and Inclusion Action Plan and accountability - Canada Research Chairs
In keeping with its own recruitment policies and the Canada Research Chairs program requirements, Université Laval is committed to promoting research excellence and training and ensuring equal opportunity for all qualified applicants.
Université Laval upholds the principle that excellence and equity go hand in hand and recognizes that best practices for employment equity will result in the broadest possible pool of competent candidates.
Université Laval is committed to diversity and encourages all qualified individuals, in particular women, members of visible and ethnic minorities, Indigenous persons, and persons with disabilities, to apply to its faculties. Université Laval expects recruitment and nomination processes to respect equity standards, which include prioritizing, in the case of equivalent competence, individuals from underrepresented groups.
Consult the Equity, Diversity, and Inclusion Action Plan (PDF, French only)
National statistics are available on the Canada Research Chairs program website
Statistics and equity targets for Université Laval
| Designated group | Target | Representation (ULaval) |
Representation (CRC program) |
||
|---|---|---|---|---|---|
| Women | 22 | 32% | 28 | 26 | +4 |
| Persons with disabilities | 3 | 4% | - | - | - |
| Native persons | 1 | 1% | - | - | - |
| Visible minorities | 11 | 15% | 6 | 5 | -6 |
Data as at December 20, 2019
Note: In accordance with the Privacy Act, numbers under 5 have been omitted to protect chairholders’ personal information.
The information in the above table reflects the number of people who self-identified as members of the 4 designated groups.
2020-2025 planning to come.
These are the latest internal recruitment notices for the academic community
Call for applications 2017 (French only)
Call for applications 2018 - SSHRC Tier 1
Call for applications 2018 - NSERC Tier 2
Call for applications 2018 - CIHR Tier 1
Call for applications 2018 - CHIR Tier 2
Call for application 2019 - SSHRC Tier 2
Call for application 2019 - NSERC Tier 1
Call for application 2019 - NSERC Tier 2
Call for application 2019 - CIHR Tier 1
Call for application 2019 - CIHR Tier 2
Université Laval seeks to increase awareness within the university community of its commitment to equity, diversity, and inclusion under the Canada Research Chairs program. A four-pronged strategy will be rolled out to achieve this goal:
- Demonstrate UL’s commitment to employment equity and diversity and the benefits of an inclusive and diverse workplace:
- Statement by the Rector, the Vice Rector, Human Resources, and the Vice Rector, Research and Innovation (co-leads)
- Adoption of a policy statement by the university’s board of directors, endorsed by its human resources committee
- Communication of the key benefits of a diverse and inclusive workplace through meetings with senior university management, deans, vice deans, vice deans of research, and unit leaders
- Launch of a dedicated website that will list the gaps to be filled for underrepresented groups along with expected results
- Link to the dedicated website from the Research and Innovation section of the university’s main website and the Office of the Vice Rector, Human Resources website
- Communicate criteria for maintaining institutional eligibility for the Canada Research Chairs program to various members of the university community, including university administrators, faculty deans, and heads of teaching and research units
- Make online unconscious bias training mandatory for participation in Canada Research Chair selection committees
General responsibility
The Vice Rector, Human Resources and the Vice Rector, Research and Innovation are jointly responsible for drafting and rolling out the action plan. A working committee composed of members of the vice rectors’ offices was struck to develop the plan.
Development phase: Consultation and validation
The working committee responsible for developing the action plan will set up a consultation process with key stakeholders. During the development phase it will consult representatives of the following groups (among others): underrepresented groups, researchers, Canada Research Chairs, unit heads, vice deans of research, and deans. Key stakeholders will be asked to express their views, which will be incorporated into the action plan where appropriate.
Unions whose members are likely to apply for Canada Research Chairs will also be consulted on measures that may affect current hiring practices.
Action plan approval
After the consultations, the action plan will be submitted for approval, first to the Vice Rector, Human Resources and the Vice Rector, Research and Innovation, and then to the university’s executive committee. The plan will subsequently be presented to the university board’s human resources committee as part of the regular equity accountability reporting process.
Office of the Vice Rector, Research and Innovation
Eugénie Brouillet
Vice Rector, Research and Innovation
Pavillon des Sciences de l'éducation
2320 rue des Bibliothèques, Suite 1434-A
Québec City, QC G1V 0A6
Canada
Phone: 418-656-2131, ext. 402599
Email: vice-rectrice@vrr.ulaval.ca
Jean-Philippe Marquis
Research Development Advisor
Pavillon des Sciences de l'éducation
2320 rue des Bibliothèques, Suite 1422
Québec City, QC G1V 0A6
Canada
Phone: 418-656-2131, ext. 408878
Email: jean-philippe.marquis@vrr.ulaval.ca
Office of the Vice Rector, Human Resources
Lyne Bouchard
Vice Rector, Human Resources
Pavillon Jean-Charles-Bonenfant
2345 allée des Bibliothèques, Suite 5600
Québec City, QC G1V 0A6
Canada
Phone: 418-656-2131, ext. 403154
Email: vice-rectrice@vrrh.ulaval.ca
Patricia Neitthoffer
Equity Officer
Pavillon Jean-Charles-Bonenfant
2345, allée des Bibliothèques, Suite 5600
Québec (Québec) G1V 0A6
Phone : 418 656-2131, ext. 400033
Email: patricia.neitthoffer@vrrh.ulaval.ca
Questions or concerns related to equity, diversity, and inclusion are handled by an official who reports to the Office of the Vice Rector, Human Resources. This person can be reached by email, phone, or in person. Depending on the nature of the request, he or she may answer questions about the staffing process, reporting and transparency requirements, definitions of target groups, self-identification, and career interruptions or refer the requestor to other avenues. Depending on the alleged violation, various remedies may be pursued, and the persons involved may be referred, among others, to their union, the Ombudsman, Commission des droits de la personne et de la jeunesse, or other internal or external organizations.
Concerns reported to the person responsible for equity, diversity, and inclusion will be compiled and reported on a semi-annual basis to the Office of the Vice Rector, Human Resources and the Vice Rector, Research and Innovation. In addition, the Office of the Vice Rector, Human Resources will follow up with the university board of director’s human resources committee on a semi-annual basis. If necessary, the Office of the Vice Rector, Human Resources and the Office of the Vice Rector, Research and Innovation may take measures to address these concerns, including reviewing the action plan or its implementation.
Hiring rules for faculty are set out in the collective agreements concluded between Université Laval and Syndicat des professeurs et professeures de l’Université Laval (SPUL) and Université Laval and Association des médecins cliniciens enseignants de l’Université Laval (AMCEL).
SPUL agreement
AMCEL agreement
Management of Canada Research Chairs at Université Laval is described in detail in Section 2 of the Equity, Diversity, and Inclusion Action Plan (PDF, French only).
Tier 1 Canada Research Chairs will not be eligible for a 3rd term. In addition, nominations aimed at urgently retaining a current Université Laval professor must be made through the open and transparent competitions organized to fill the available chairs.
Breakdown of chair utilization at Université Laval (PDF, French only)
View the 2018 annual report (PDF, French only)