EDI in research

ÉTS welcomes all competent individuals who wish to innovate and contribute to the advancement of applied research in engineering. As such, ÉTS is committed to promoting equity, diversity and inclusion (EDI) in all of its research activities.

ÉTS aims to be a leader in innovation for tomorrow's society and to mobilize the full potential of its faculty and staff. Creativity and research excellence are the primary qualities of the ÉTS faculty, which is why ÉTS welcomes anyone who is committed to innovation into its academic activities, and is committed to promoting equity, diversify and inclusion (EDI) in all of its research activities.

ÉTS also wishes to actively contribute to achieving the EDI program objectives (PDF) adopted by the Canada Research Chairs (CRC), and has established targets for the reduction of under-representation in accordance with the Secretariat’s proposed objectives.

All of the actions undertaken by this institution since 2017 are in keeping with the Equity, Diversity and Inclusion Requirements and Practices formulated by the Canada Research Chairs Program in the 2019 Addendum to the 2006 Canadian Human Rights Settlement Agreement. ÉTS also subscribes to the Dimensions program charter, which aims to promote excellence in research, innovation, and creativity in postsecondary education, across all disciplines, by promoting equity, diversity, and inclusion.

ÉTS has been working to raise awareness of the principles of EDI within its university community. The commitment of its senior management has made it possible for EDI best practices to be integrated into our recruitment processes, for training activities to be offered and for an equity, diversity and inclusion advisor to join us.

Current situation

Data related to the representation of target groups among the holders of Canada Research Chairs (CRC) at ÉTS are presented below.

Canada Research Chairs by granting organization | Number of active and available chairs

NSERC: 9 actives | 3 unoccupied
CIHR: 0

SSHRC: 0
Total : 12

2021-2029 Equity Target Plan for the CRC Program

ÉTS bases its evaluation of equity and diversity targets and shortcomings on the objectives established by the Canada Research Chairs Program. ÉTS has adopted a plan for the 2022 deadline as well as projections for the 2025, 2027 and 2029 deadlines.

ÉTS is committed to implementing the actions required to meet the targets set. In addition, although the number of active chairs does not require targets to be set for the persons with disabilities group and the Aboriginal persons group, ÉTS is firmly committed to ensuring that these groups are included and considered in all actions aimed at achieving greater equity and diversity within the institution.

Current level of representation at ÉTS as a function of targeted groups and available chairs

As of December 2022, the representation rates for women and visible minorities have met the targets set out in the 2021-2029 Equity Targets Plan for the December 2022 deadline (targets of 33% for women and 16% for visible minorities).

For reasons related to confidentiality, no nominal or representational data is displayed on this page for groups numbering less than five. For more information concerning the active Canada Research Chairs at ÉTS, please consult the Research Chairs page or the CRC Program spreadsheet (XLSX) related to Chair allocations at ÉTS.

Governance

The ÉTS Research and Partnerships Directorate (DRP), which is responsible for the equity, diversity and inclusion (EDI) file, has formed an Expanded Committee with members of the faculty, management, support staff and student community.

The Expanded Committee also comprises members of four subcommittees that are responsible for specific actions, including hiring teaching staff, nominating CRC holders, promoting women in engineering and increasing awareness of EDI among the university community.

The Expanded Committee holds two official meetings per year, but may also be reconvened periodically, depending on which files are active. It is responsible for monitoring the progress achieved at ÉTS in the area of EDI, and for approving any measures that are introduced at the institutional level, including the EDI Action Plan (PDF, in French).

The composition of the Expanded Committee must respect the principles of diversity. It contains an equal number of men and women, and endeavours to integrate members of under-represented groups and members of the LGBTQ2+ community. Nevertheless, considering the fact that, on the one hand, progress related to EDI is a responsibility that must be shared by all, and on the other hand, persons from under-represented groups, by reason of their inclusion in these groups, are often highly sought after as member of various committees, ÉTS would like to point out that persons who are not members of under-represented groups also have an important role to play in its approach, and are represented on the Expanded Committee.

Finally, every year, the Director of Research and Partnerships presents the EDI progress report and Action Plan, after they are approved by the Expanded EDI Committee, to the ÉTS governing bodies, particularly including the Management Committee and the Board of Directors.

The ÉTS Faculty Affairs Office (BAP) is responsible for implementing the Action Plan and ensuring the necessary follow-up. The Equity, Diversity and Inclusion Advisor, who reports to the BAP, acts as resource person for the Expanded Committee and for the four subcommittees responsible for implementing specific actions. The Equity, Diversity and Inclusion Advisor may also respond to questions from the academic community and the public, as required.

The mandate of the subcommittee dedicated to hiring teaching staff is to ensure compliance with the principles of EDI throughout every step of the recruitment process for new teaching staff (professors and lecturers). Among other objectives, it must determine methods for diversifying its candidate pools, developing tools aimed at providing support for faculty members who wish to apply for promotions and developing a process for tracking post-graduate students who have excellent academic records.

For a comprehensive look at the actions/measures for which this Committee is responsible, please consult Appendix D of the EDI Action Plan (PDF, in French).

The subcommittee dedicated to nominating CRC holders focuses primarily on enhancing the existing recruitment process for Canada Research Chairs, developing a guide for demystifying the application process and developing support measures for CRC holders.

For a comprehensive look at the actions/measures for which this Committee is responsible, please consult Appendix D of the EDI Action Plan (PDF, in French).

The Objectif Féminin pluriel (objective: increase female representation) subcommittee carries out its work and undertakes activities within the context of the ÉTS Effect institutional workshop. The subcommittee focuses on promoting the positioning of women in engineering by organizing networking activities, conferences and promotional campaigns aimed at encouraging women to join the ÉTS engineering world.

For a comprehensive look at the actions/measures for which this Committee is responsible, please consult Appendix D of the EDI Action Plan (PDF, in French).

The PRH/EDI subcommittee has a two-pronged mandate:

Advising the Prevention and Resolution of Harassment Office (PRHO) with respect to the definition and implementation of prevention and monitoring methods required in order to provide the university community with a respectful working, studying and living environment that is free of violence and harassment.
With a view to promoting a culture of respect that is free of discrimination, this advisory subcommittee adheres to the values of equity, diversity and inclusion. This means that it also has a mandate to educate and raise awareness among the members of the university community with respect to the principles and issues related to EDI.

For a comprehensive look at the actions/measures for which this Committee is responsible, please consult Appendix D of the EDI Action Plan (PDF, in French).

Selection of Canada Research Chair holders

In evaluating applications for CRC holders, ÉTS applies the Requirements for recruiting and nominating Canada Research Chairs, as prescribed by the CRC Secretariat. These requirements ensure that the principles of EDI are respected throughout the CRC recruitment and nomination process. Toward this end, the Equity Officer acts as an observer, monitoring every step of the recruitment process.

View the recruitment process (in French) for Canada Research Chairs at ÉTS, along with the roles of the various stakeholders.

ÉTS also uses criteria and objectives specific to CRC 1 and CRC 2 to evaluate nominations based on departmental needs, while striving for excellence in teaching and research.

In addition, last March, ÉTS adopted a new selection process for its faculty members under the 2019-2025 collective agreement for ÉTS professors. This process, set out in Chapter 4 of this document, stipulates the participation of a representative of the BAP, who ensures compliance with the policies, regulations, and principles of equity, diversity, and inclusion in employment. In addition, all members of the selection committee must have received prior training on discriminatory hiring bias.

To have access to all the policies and regulations governing the management of human resources at ÉTS, you can consult our Regulatory Framework page.

Renewal Nomination Process

In the case of renewing a CRC chairholder, the ÉTS applies the rules set out in the Canada Research Chairs program.

In exceptional cases, where a CRC 1 chairholder is seeking to renew for a third term, or where a chairholder is appointed under the emergency retention mechanism, the ÉTS will then apply the rules and requirements of the program.

Finally, ÉTS plans to review its current Research Chairs Framework Policy (in French) to include the institutional guidelines for CRCs (allocation of Chairs, margin of flexibility, selection process, renewal with a third term for CRC 1, CFI allocation, etc.).

EDI Action Plan for research activities at ÉTS

In September 2019, ÉTS presented its Equity, Diversity and Inclusion Action Plan (PDF, in French) in response to the requirements of the CRC Program, with a view to establishing the necessary means for attaining equity and diversity targets. The Action Plan included the results of consultations with all of our CRC holders and ÉTS staff with respect to the organizational climate and sense of inclusion. A number of objectives were established in light of these results, and specific actions/measures have been implemented. Although the deadlines for this plan have been met, the main objectives are still relevant, and ÉTS is continuing its efforts by maintaining and improving the measures put in place.

During the 2024-2025 academic year, a committee was formed to develop a gender equality plan that builds on the objectives set by ÉTS in 2019 while broadening its scope of action. This plan will be made public in the fall of 2025.

EDI awareness-raising strategy

ÉTS uses a variety of strategies to raise awareness of equity, diversity, and inclusion principles within its community.

Training for faculty members, teaching staff, and managers on topics such as unconscious bias, inclusive team management, intercultural communication, and inclusive recruitment.
Presentations to introduce EDI in science and engineering research to graduate students;
Workshops in collaboration with faculty members on EDI in research and inclusive teaching;
Activities open to the entire community and articles providing information and resources on various topics throughout the year.