Promoting Equity, Diversity and Inclusion in Research

The Government of Canada and the Canada Research Chairs Program (CRCP) are committed to excellence in research and research training for the benefit of Canadians. Achieving a more equitable, diverse and inclusive Canadian research enterprise is also essential to creating the excellent, innovative and impactful research necessary to seize opportunities and for responding to global challenges. As such, the program is committed to the federal government’s Policies on non-discrimination and employment equity.

All institutions that accept agency funding must make concerted efforts to meet their equity and diversity targets, and provide a supportive and inclusive workplace, while complying with the CRCP Equity, Diversity and Inclusion Requirements and Practices.

 

HEC Montréal’s action plan

To this end, HEC Montréal has developed an Action Plan to Promote Equity, Diversity and Inclusion in Research entitled “Equity, Diversity and Inclusion: Keys to Excellence in Research” that will address the under-representation of the four designated groups (women, Indigenous peoples, persons with disabilities, and members of visible minorities.) when allocating its Canada Research Chairs.

The development of this action plan provided an opportunity for HEC Montréal to study its current practices for the recruitment, selection, integration, retention and advancement of its research professors, and to also identify the progress, challenges and opportunities ahead.

Four broad objectives

This statement led to the development of four broad objectives. In order to meet these objectives, HEC Montréal has developed a strategic plan consisting of a series of tangible and measurable actions.

The actions and strategies of the action plan meet four distinct objectives:

Objective 1: Expand the pool of research professors who fully represent excellence and diversity.

Objective 2: Raise awareness and provide training in matters of equity, diversity and inclusion for all those involved in the process of recruitment, selection, hosting, integration and advancement of research professors and research chairholders.

Objective 3: Implement EDI in the organizational culture of HEC Montréal, in research activities and throughout processes of hiring, integrating and advancing the careers of faculty members.

Objective 4: Integrate the principles of EDI in policies, processes and practices related to the hiring, evaluation and renewal of Canada Research Chairs.


Consult the action plan (in French only)

 

Public accountability and transparency requirements

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Equity, diversity and inclusion commitment statement related to the allocation of research chairs, including Canada research chairs, at HEC Montréal

HEC Montréal believes that diversity is a source of wealth that should not be compromised in any way. That is why the School fully adheres to the principles of equity, diversity and inclusion. Its commitment is clear: all qualified candidates have an equal opportunity to hold a School or Canada Research Chair, regardless of their gender, race, ethnic origin, disability status, sexual orientation, gender identity or expression, social status or experience.

To this end, HEC Montréal has developed ambitious strategies to create an inclusive workplace and academic environment, and address any disadvantages faced by the designated groups within their community.

The 2019-2022 Institutional Action Plan for Equity, Diversity and Inclusion serves as a benchmark for all the efforts made by HEC Montréal to honor this commitment. It consists of the following five targets:

Target 1: Commit
Assert HEC Montréal’s commitment to equity, diversity and inclusion and create a sense of excitement within the entire community.
Target 2: Learn
Collect and analyze evidence concerning under-represented groups.
Target 3: Understand
Identify the main reasons why the existing mechanisms are not working.
Target 4: Raise awareness
Build awareness, mobilize and empower the entire community in matters of equity, diversity and inclusion.
Target 5: Act
Modify the policies, processes and practices for the recruitment, selection, hosting, integration, advancement and retention of staff members1 and students that act as a barrier to the inclusion of designated groups.
1. The term “staff member” is used to designate faculty members and teachers as well as administrative and support staff.

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Strategy for raising awareness within HEC Montréal of its commitment to equity, diversity and inclusion

In September 2019, the management and decision-making bodies of HEC Montréal adopted the 2019-2022 Institutional Action Plan for Equity, Diversity and Inclusion (in French only). The plan, which covers HEC Montréal’s entire university community, provides a frame of reference to encourage all its members to take concrete, visible and necessary actions for the advancement of equity, diversity and inclusion.

In addition to its Institutional Action Plan for Equity, Diversity and Inclusion, HEC Montréal now adheres to the eight principles of the Dimensions Charter. This public commitment means that HEC Montréal incorporates the principles of the Charter into all of its practices and organizational culture, to ensure equity and increase diversity and inclusion.

In October 2020, HEC Montréal Board of Directors adopted its first policy on equity, diversity and inclusion (EDI). With this gesture, the School commits to implementing a meaningful and structured approach for the present and future, and to instilling a culture of respect and collaboration in all of its activities.

Developed following consultations with members of the community, the policy aims to have tangible and durable effects through creating and maintaining study, work and living environments that are respectful and devoid of all forms of discrimination.

The commitments and fields of application of this policy touch upon the School’s procedures, tools, and rules and regulations, as much as its pedagogical approach, and the behaviours of the members of its community and third parties carrying out business with HEC Montréal or one of its units. The document also stipulates modes of intervention, should any situations that counter the adopted provisions arise.

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Governance plan for the approval of HEC Montréal’s action plan for equity, diversity and inclusion in research

The Action Plan for Equity, Diversity and Inclusion in Research is approved by the Executive Committee and the Academic Council of HEC Montréal.

Moreover, a governance structure for equity, diversity and inclusion has been established at HEC Montréal to support the implementation of all the initiatives. The three pillars of this structure are the Executive Committee, the Equity, Diversity and Inclusion Committee and a working group made up of various representatives from the HEC Montréal community.

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Action plan for equity, diversity and inclusion in research at HEC Montréal

Action Plan for Equity, Diversity and Inclusion in Research at HEC Montréal (in French only) entitled “Equity, Diversity and Inclusion: Keys to Excellence in Research”, developed for the Canada Research Chairs Program.


individuals responsible for implementing HEC Montréal’s Action Plan for Equity, Diversity and Inclusion in research who can respond to questions or concerns related to equity and diversity

Caroline Aubé 
Director, Research and Knowledge Transfer
caroline.aube@hec.ca
514 340-6255
 Office 3.460F 

Marc-Antonin Hennebert
Director, Faculty Affairs
marc-antonin.hennebert@hec.ca
514 340-7133
Office 5.350A

Johanne Turbide
Secretary General
johanne.turbide@hec.ca
514 340-6305
Office 5.430C

Lisanne Tremblay
Equity, Diversity and Inclusion Officer
lisanne.tremblay@hec.ca
514 340-1219
Office 5.435

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Manner in which equity, diversity and inclusion concerns are received, monitored, addressed and reported to senior management at HEC Montréal

HEC Montréal’s EDI policy provides for a process of expressing and managing concerns and complaints relating to equity, diversity and inclusion.

Lisanne Tremblay
Equity, Diversity and Inclusion Officer
lisanne.tremblay@hec.ca
514 340-1219
Office 5.435

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HEC Montréal’s equity targets and gaps for each of the four designated groups


2021-2029 Institutional equity target plan


As of June 1, 2023, HEC Montréal has 8 active research chairs (one Tier 1 and seven Tier 2).

Designated groups

2025 targets to reach

Representation*

Gaps*

Women

3 - -

Visible minorities

1 - -

Persons with diabilities

0 - -

Indigenous peoples

0 - -
On July 1, 2023

*To protect the privacy of chairholders, numbers less than five and associated percentages have been omitted, in alignment with the Privacy Act.

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Policies governing the staffing of Canada research chair positions at HEC Montréal

The creation of chairs and the selection of chairholders both fall within the purview of HEC Montréal’s Chairs Committee. This committee, governed by the Policy on the Management of Chairs, establishes all the processes related to research chairs in HEC Montréal.

HEC Montréal’s Policy on the Management of Chairs
The Research and Knowledge Transfer Office ensures this policy is implemented and respected, makes sure that the decisions taken by HEC Montréal’s Chairs Committee are implemented, and is responsible for the commitments made by the School for all the chairholders. For instance, for each chair, the university budget provides scholarships for doctoral students and all chairholders have access to office space, equipment and the required administrative support.

The Policy on the Management of Chairs provides for a reduction of the teaching load for all research chairholders (paid from the funds of the Canada Research Chair, based on the professor’s salary). However, this release may not exceed two courses per year in order to allow HEC Montréal students to benefit from the expertise of its researchers. This measure greatly facilitates the integration of chairholders within the School.

The Policy on the Management of Chairs also establishes a protocol for the creation, in specific cases, of an Advisory Committee whose role is to support and advise the chairholder.

Each chair also undergoes rigorous, periodic assessments by the Chairs Committee.

By overseeing the work of the chairholders, HEC Montréal strives to create an open and transparent research environment within which a culture of equity, diversity and inclusion takes root.

HEC Montréal has always focused specifically on challenges related to equity, diversity and inclusion, especially in the formulation of its regulations that frame research and knowledge transfer.

1. Compensation policy
HEC Montréal’s policy is to provide fair and equitable compensation to its employees, including faculty members, in return for the work they perform. For this, HEC Montréal’s remuneration is based on the principles of internal equity and ensures compliance with the principles of Quebec’s Pay Equity Act. A point-factor method has been selected for evaluating all the jobs in HEC Montréal because it is neutral, analytical and systematic in nature. Every job is therefore evaluated on 18 factors and the result of the evaluation determines the salary class of the job.

2. Regulations on sabbaticals, leaves and scholarships for current and future professors
All associate and tenured professors are eligible for a paid sabbatical every seven years to enable them to either reinforce and upgrade their knowledge, or conduct research and publication work, or both. HEC Montréal is committed to reintegrating professors upon their return from leave without pay (maternity or paternity leave, for example) in the same rank and in the same position, without penalties.

3. Regulations on appointments and promotions of professors.
These regulations, which govern the aggregation and tenure processes for professors, stipulate that the beneficiaries of sick leave, paternity or maternity leave and leave without pay may, in the majority of cases, choose whether or not the duration of their leave should be reflected in the establishment of their service records.

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HEC Montréal’s Canada research chair program utilization

Chairholder Title

Chairholder

Tier

Agency

Term Start Date

Term End Date

CRC in Risk Management

Georges Dionne 1 SSHRC 2004-01-01 2025-12-31
(3rd term)

CRC in Decision Making Under Uncertainty

Erick Delage 2 NSERC 2014-06-01 2025-05-31
(2nd term)

CRC in Economics

Decio Coviello 2 SSHRC 2016-06-01 2027-05-31
(2nd term)

CRC in Supply Chain Analytics

Yossiri Adulyasak 2

NSERC
(special allocation)

2018-04-01

2028-03-31
(2nd term)

CRC in Digital Communication and Multitasking

Ann-Frances Cameron 2

SSHRC
(special allocation)

2019-01-01 2025-12-31
(1st term)

CRC in Enterprise Social Media and Digital Collaboration

Wietske Van-Osch 2

NSERC
(special allocation)

2022-01-01

2027-12-31
(1st term)

CRC in Humanitarian Supply Chain Analytics

Marie-Ève Rancourt 2

NSERC
(special allocation)

2021-07-01

2027-06-30
(1st term)

CRC in Consumer Decision-Making

Marcelo Nepomuceno 2

SSHRC

2022-02-01

2027-01-31
(1st term)

The margin of flexibility is used since one Tier 1 chair is divided into two Tier 2 chairs.


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