|Gender inequities exist in competition success rates of certain CIHR and Tri-Agency funding programs. In particular, inequities exist in funding programs that include an assessment of the applicant, in addition to assessment of the research.
||Implement solutions to mitigate unconscious bias in the adjudication process of CIHR funding programs.
- 2016: Developed a Gender Equity Framework, as a component of the CIHR Equity Strategy.
- 2016: Implemented corrective measures in the Foundation Grant program, when necessary, to ensure the proportion of female applicants moving to the second stage of peer review was at least equal to the proportion of females applying.
- 2016: Required completion of an Unconscious Bias Training Module by peer reviewers in certain funding programs. The module addresses gender biases in peer review, as well as biases related language, culture, age and institution.
- 2017: Developed resources to mitigate unconscious bias in the Vanier Canada Graduate Scholarship program and the Banting Postdoctoral Fellowships program. Also added information on unconscious bias and other equity considerations to reviewer, referee and institution guides.
- 2019: Sunset CIHR’s Foundation Grant program due, in part, to consistently observed disparities across gender, age and institution size.
|Early career researchers (ECRs) have lower success rates in certain funding programs.
||Implement solutions to mitigate challenges experienced by ECRs.
- 2016: Implemented corrective measures in the Project Grant program, when necessary, to ensure the proportion of ECRs funded is equal to the proportion of ECRs applying.
|Students and post-doctoral fellows supported through CIHR awards do not have access to parental leave benefits through Employment Insurance, which hinders the ability to sustain research training.
||Improve access to paid parental leave for students and post-doctoral fellows supported through awards.
- 2016/2017: Launched a harmonized 6-month Paid Parental Leave (PPL) policy allowing students and postdoctoral fellows to take paid leave following a child’s birth or adoption. With this policy, award holders are no longer required to provide proof that they are not eligible for other parental leave benefits. The new policy also extends leave coverage to trainees and postdoctoral fellow indirectly funded from research grants (previous policy only included recipients of CIHR and Tri-Agency awards).
- 2019: Extended paid parental leave allowances for students and postdocs extended from 6 to 12 months.
|Researchers or trainees who take leaves of absence for medical or care-giving reasons disrupt their research productivity, which may negatively impact how they are evaluated by selection committees.
||Implement solutions to mitigate biases experienced by researchers or trainees who take leaves of absence.
- 2000: Began taking leaves of absence into consideration in the calculation of eligibility of an Early Career Researcher.
- 2016: Revised Project Grant competition to enable all applicants who have taken a leave of absence within the past 7 years to include supplemental publication information as a separate attachment (with the supplement covering time equivalent to the period of leave). The Canadian Common CV only includes publications from the last seven years, thus researchers who took leaves of absence during this time were previously disadvantaged.
- 2017: Included instructions in selection committee guides for the Vanier Graduate Scholarship and Banting Postdoctoral Fellowships programs for consideration of circumstances that may have affected research achievement, such as career interruptions and interpersonal and career responsibilities.
|Systemic changes are needed to mitigate barriers faced by underrepresented groups – including women, Francophone researchers, Indigenous Peoples and organizations, persons with disabilities and members of visible minorities - in CIHR’s funding system.
||Implement strategies to mitigate barriers and support participation of underrepresented groups in CIHR’s funding system.
- 2016: Launched a CIHR Action Plan on Official Languages. The Plan includes measures to ensure that health researchers from both linguistic groups have equitable access to CIHR programs and services, including the need to consider official languages and official language minority communities (OLMCs) in the peer review process.
- 2019: Increased the Project Grant competition application page limit for research proposals submitted in French, based on evidence that documents written in French require approximately 20% more space than those written in English. French research proposals therefore have a limit of 12 pages for Project Grants (compared to the 10-page limit for English proposals).
Indigenous Peoples and organizations:
- 2016: Launched a CIHR Action Plan: Building a healthier future for First Nations, Inuit and Métis peoples. The action plan includes measures to reduce barriers to CIHR funding for Indigenous researchers including:
- An iterative peer review process for Indigenous-focused research applications;
- A strategy to strengthen capacity through training and mentoring; and
- A commitment to increase investments in Indigenous health research to a minimum of 4.6% (proportional to Canada’s Indigenous population) of CIHR’s annual budget.
- 2018: Launched the Network Environment for Indigenous Health Research (NEIHR) initiative – a $100.8M, 16-year capacity-building investment. The funded network will provide supportive research environments for Indigenous health research driven by and grounded in Indigenous communities.
|Lack of data for tracking and monitoring equity and diversity in CIHR’s funding system.
||Implement tools to collect and monitor data on the participation of individuals from underrepresented groups in CIHR’s funding system.
- 2018: Launched, in collaboration with NSERC and SSHRC, the Tri-Agency Self-Identification Questionnaire. Applicants to all funding programs must now respond to questions on their age, gender, and whether they identify as Indigenous, a visible minority, or as a person with a disability.
|Systemic and cultural biases in the broader research enterprise prevent underrepresented groups from advancing in scientific leadership.
||Implement strategies to influence the broader research enterprise to adopt more equitable and inclusive practices.
- 2018: Developed, in collaboration with NSERC and SSHRC, a Tri-Agency EDI Action Plan to respond to EDI recommendations captured through a national consultation led by the Canadian Research Coordinating Committee.
- 2018: Started purposefully incorporating EDI requirements and assessment criteria in CIHR and Tri-Agency funding opportunities. Recent examples include:
- 2019: Launched, in collaboration with NSERC and SSHRC, several programmatic initiatives to promote EDI in Canadian institutions, including:
- 2019: Released, in collaboration with NSERC and SSHRC, a Tri-Agency Statement on EDI.
- 2019: Published an official letter, in collaboration with NSERC and SSHRC, stating a shared commitment to ensuring EDI on panels and events supported by and/or participated in by the agencies.