CSPC 2020 – Equity, Diversity, Inclusion

Pre-Conference Day 10 – November 13th 2020

Organized by: Canadian Science Policy Centre, Canadian Commission for UNESCO, Immigrant and International Women In Science Network, and Mount Saint Vincent University

Symposia Sessions:

Proactively Planning for Gender Equity in the Emerging Blue Economy 

Angeline Gillis – Associate Executive Director, The Confederacy of Mainland Mi’kmaq (CMM)
Kendra MacDonald – CEO, Canada’s Ocean Supercluster
Gerald Singh – Assistant Professor, Dept. of Geography, Memorial University
Rima Hamoui – Director General of Strategic Policy and Priorities, Fisheries and Oceans Canada
Anya Waite – Associate Vice-President Research (Ocean), Dalhousie University

Through an IWS’ lens: Engaging into New Solutions to Old Workplace Problems of Equity, Diversity and Inclusion

Alejandro Adem – President, Natural Sciences and Engineering Research Council of Canada (NSERC)
Akiko Iwasaki – Waldemar Von Zedtwitz Professor of Immunobiology and Molecular Biology, Howard Hughes Medical Institute
Catalina Lopez-Correa – Executive Director, Canadian COVID Genomics Network (CanCOGen), Genome Canada
Maria Loza-Correa – A/ Advisor Awards Program and Design Branch, Canadian Institute of Health Research
Michael Tremblay – President & CEO, Invest Ottawa & Bayview Yards
Yanet Valdez Tejeira – Independent Consultant, UBC Faculty of Medicine

Strengthening EDI policies to diversify the STEM sector

Shari Graydon – Award-Winning Author
Kevin Hewitt – Professor, Dept. of Physics and Atmospheric Science, Dalhousie University
Denise Pothier – Vice President Practice Services and Indigenous Relations, Stantec
Lesley Shannon – Professor and Chair, School of Engineering Science, Simon Fraser University
Serge Villemure – Director, Scholarships, Fellowships and Chairs for Women in Science and Engineering, Natural Sciences and Engineering Research Council (NSERC)
Annemieke Farenhorst – Associate Dean of Research, University of Manitoba
Tamara Franz Odendaal – Professor, Mount Saint Vincent University
Laleh Behjat – Professor, Dept. of Electrical and Computer Engineering, University of Calgary

Context: As Canada emerges as a strong economy dedicated to excellence in science, technology and innovation, it faces challenges at the forefront of equity, diversity and inclusion (EDI) of women, immigrants and minorities in science, technology, engineering and mathematics (STEM) fields. The COVID-19 pandemic has shifted our work culture in academic, public, and private sectors and further amplified many of the systemic problems that exist in our organizations, especially for women, single parents and immigrants. This symposium discussed the EDI challenges based on the “blue economy”, immigrant women and other equity-deserving groups in STEM, within the context of the current pandemic situation.

Takeaways: 

• We need to acknowledge technological and unconscious biases towards the ‘equity-deserving groups’ (women, immigrants, visible minorities, LGBTQ and BIPOC) and be proactive to ensure their representation in STEM at all levels.
• The Gender Based Analyses + (GBA+) strategy adopted by government agencies seeks to address equity, diversity and inclusion (EDI) based not just on gender but all the equity-deserving groups, including single parents and primary caregivers.
• While quantitative measurements of GBA+ are underway, qualitative analysis can provide the lay of the land to proactively develop strategies.
• Gender participation in the economy is uneven. Science is a ‘white man’s club’ and the problem starts at the recruitment stage. 
• Focus also needs to be on retention, post recruitment. Transformational changes in the work culture and incremental changes like technological adjustments to accommodate different genders and needs are crucial for successful inclusion.    
• Strong and diverse leaders and role models are crucial for collective growth and EDI. The approach to achieve EDI should be top down, with inclusion starting at the leadership positions. 
• A gender diverse workforce does not always include successful EDI practices as underrepresented groups find it difficult to get in permanent positions or growth opportunities. While merit-based selection may seem like a good strategy, it might leave the equity-deserving groups at a disadvantage due to lack of opportunities, networking and resources.
• Discussion regarding intersectionality is crucial. Immigrant women, as one example, often face multiple disadvantages as women, immigrants and visible minorities. 
• Immigrant women often face cultural and linguistic challenges as well as distrust in their foreign credentials and experiences. This leads to extended unemployment, lack of opportunities, underqualified jobs, as well as emotional and mental health challenges. 
• Canada tends to identify all visible minorities as a single entity while each minority group has its own specific concerns which might not overlap. 
• There is a dearth of data on the issues concerning the BIPOC community to form informed decisions, or even identify the problems. Poor public health reporting for black communities represents strategic ignorance and collective silence of Canada. 
• Including the overrepresented and majority groups in the advocacy for underrepresented groups should be encouraged to propel change from within.

Actions

• Change the governance model to include broader diversity. Federal and provincial government, academia, private sector and outside stakeholders, all need to come together to address intersectionality.
• The recruitment process should be made more open and diversified, to break the close-knit recruitment circles and encourage fair selection. Develop strategies to recognize and remove blind spots in talent recruitment. Cluster hires for underrepresented groups could benefit.
• Government should collaborate with academic institutions to train and educate the hiring staff and panels to be aware of technological, conscious and/or unconscious biases during the hiring process.
• Organizations and institutions need to ensure a welcoming environment and sustainable infrastructure, including childcare, paid parental leaves and couple recruitment policies.
• Bring structural changes into the framework for measuring individual achievements to ensure EDI at the leadership level. Merit-based strategies need to be revaluated and granting agencies need to acknowledge all kinds of contribution in research, including EDI. 
• Government and private bodies should revaluate current opportunities and labour market information regarding underrepresented, immigrant, and international talent pools. It should roll out more and extensive training programs to facilitate their cultural and professional integration and employer engagement. 
• Support organizations can help equity-deserving groups through: advocacy; employment opportunities through network building; employer engagement; and support for mental and emotional health. 
• Unless there are better representations or policies in place, mandatory numbers for recruitment at all levels might provide solution to EDI challenges.
• Government and academic bodies need to perform Canada-wide surveys and consensus regarding racially visible communities.