Promoting Equity, Diversity and Inclusion in Research

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:

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.

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.

�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

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

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).

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

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.

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

Calls for applications for a research chair

Equity, Diversity and Inclusion Progress Report (2022) (in French only)

Equity, Diversity and Inclusion Progress Report (2021) (in French only)

Equity, Diversity and Inclusion Progress Report (2019-2020) (in French only)