Quick Tips: Integrating Equity, Diversity, and Inclusion (EDI) Principles into Your Tier 1 Proposal

The Alliance is committed to enhancing Equity, Diversity and Inclusion (EDI) in its programs. Applicants to the open Tier 1 call must describe how EDI principles will be incorporated in the project. Joanne Garcia-Moores (Indigenization, equity, diversity and inclusion advisor in research), has identified five “do’s” and “don’ts” for integrating EDI into research projects. For more information about concrete measures that strengthen inclusion and equity in your lab and research program, contact Joanne at jmoores@uoguelph.ca.

Commit to Building an Inclusive Team Culture from the Start

• Do Describe how you will build a culture of inclusion that will welcome and support a diverse team. You’ll need to look at all aspects of how you operate from recruitment and hiring to how you conduct team meetings and engage your trainees.
• Don’t Disclose Private Information about the Identities of Team Members
  All team members have the right to privacy. In addition, do not use the diversity in your team as evidence that your work on EDI is complete since advancing EDI is a journey not a destination. 

Identify and Address Barriers

• Do Identify barriers faced by underrepresented groups in your discipline and outline specific actions to foster equity and inclusion. Acknowledge systemic challenges preventing the equitable participation of underrepresented groups in research—such as prior or ongoing experiences of discrimination, isolation, or harassment, lack of accommodation for caregiving responsibilities, or lack of allyship and mentorship support —and explain practices you are adopting to help with barrier mitigation.

Here’s a sample paragraph you can adapt for your grant application to demonstrate how you plan to mitigate barriers through IEDI-informed strategies:

• Don’t Be Vague or Tokenistic
  Avoid vague statements like “we welcome all applicants.” Instead, identify specific barriers to inclusion and equity and specific actions to address them.

Develop an IEDI Action Plan and Involve Team Members

• Do Be specific about your past and future actions and how you will monitor and evaluate your actions over time. Encourage your trainees to contribute to your IEDI action plans and reflect on their own contributions. For instance, mention if your team will complete IEDI training or co-develop shared values and conflict resolution protocols.
• Don’t Go it Alone
  Creating an inclusive team culture is a collaborative process. Input and engagement among colleagues and trainees is part of the journey.

Balance Learning and Action

• Do Use this opportunity to assess your current self-awareness, IEDI knowledge and practices, and identify gaps. Doing some additional training or structured reflection can be part of your plan alongside concrete actions to mitigate barriers.
• Don’t Rely on Training Activities Alone
  IEDI is an ongoing process, and continuous learning is a key, but training should not be your only planned IEDI action. 

Take Time to Celebrate

• Do Part of a great work culture includes periodic appreciation, recognition and celebration. Ask your team what and how they would like to celebrate. Take time to determine how everyone can be involved and included.
• Don’t Treat IEDI as Static
  IEDI is an ongoing process. Show how you will revisit and refine your approach over time.

Note: the new IEDI in Research self-directed training is now available on CourseLink for all researchers. Completion certificates are available to help confirm professional development efforts.  

For more information about this article or concrete measures to strengthen inclusion and equity in your lab or research program, please contact Joanne Garcia-Moores, jmoores@uoguelph.ca.