Public Accountability and Transparency

The University of Guelph shares the Canada Research Chairs Program’s (CRCP’s) commitment to equity, diversity and inclusion. The University recognizes:

An inclusive campus is an environment where every member is a valued contributor. It is a campus that anticipates and encourages diverse perspectives, and leverages them to drive creativity and innovation. (Fostering a Culture of Inclusion: An Institutional Imperative)

To raise awareness of the benefits of Equity, Diversity, and Inclusion (EDI) within the CRCP and the broader research enterprise the University has:

  • Consulted with the University community to produce Fostering a Culture of Inclusion: An Institutional Imperative (recognized within the University as the Inclusion Framework).
  • Established the University Inclusion Committee, which provides coordinating oversight of the University’s multiple EDI committees and initiatives (including the President’s Advisory Committee on Aboriginal Initiatives and the EDI in Research Committee) and which reports directly to the University Executive Leadership.
  • Established the CRC Advisory Committee whose mandate includes reviewing nomination files for alignment with University and CRC Program recruitment and nomination processes.
  • Publicized updates related to EDI in the CRC Program via the Office of Research communications platform, Research Alerts and the University of Guelph intranet.           

The 2017-2019 CRC EDI Action Plan was approved by the Vice-President (Research) (VPR) and the Provost and Vice President (Academic) (VPA) in 2017.  The VPR is responsible for meeting the goals and objectives outlined in the institutional CRC EDI Action Plan. 

Future CRC EDI Action Plans will be reviewed by the newly formed EDI in Research Advisory Committee. Initially established in 2017 as a sub-committee to the University’s Academic Inclusion Committee, the EDI in Research Advisory Committee will report to the VPR. The overall governance of the University of Guelph Inclusion Framework can be found here.

The EDI in Research Advisory Committee’s responsibilities also include advising the Vice-President Research (VPR) on the development and implementation of the CRC EDI Action Plan and recommending course correction, as needed. As a sub-committee of the University Inclusion Committee, it also ensures alignment with other University EDI actions and initiatives.

The University’s Institutional CRC Equity, Diversity, and Inclusion Action Plan details actions the University is taking to implement EDI principles in the management of its CRC allocation in alignment with the CRC Best Practices Guide for Recruitment, Hiring and Retention.

Read our CRC EDI progress reports.

Indira Naidoo Harris, Assistant Vice-President (Diversity and Human Rights) (AVP DHR), is responsible for implementing the University of Guelph’s EDI agenda.  She can be reached through; 519 824-4120, ext 53000

The Office of Diversity and Human Rights (DHR) is an independent and impartial office reporting directly to the University President. DHR's broad mandate is to coordinate, evaluate, and report on the University's institutional equity and inclusion activities, and to promote the fundamental rights and responsibilities guaranteed by Ontario's Human Rights (Code), as well as the fundamental values of the Inclusion Framework.

The Office administers the University's Human Rights Policy and its procedures for addressing and resolving questions, concerns, and complaints about harassment and discrimination under the Code. DHR works with senior administrators, and other persons in positions of power, trust, and authority to identify and resolve questions, concerns, and complaints about individual courses of conduct, or the application of any University policy or procedure that may discriminate against persons protected by the Code.

Through its client-centered approach to issue resolution, DHR documents and triages all inquiries, questions, and complaints from the community. This allows its front line staff to quickly identify issues that are suitable for early resolution, and those that are more complex, or potentially systemic in nature, that may require an investigation, high level consultation, or other form of escalated review by the Assistant Vice-President, DHR or other senior administrators.

In that DHR exists within a broader, University-wide system of supports and services, its overall goal is to clearly explain the role and function of the Office, the principles of the Code, and to link community members to the form of assistance and support, with the most potential to address their identified needs.

In order to achieve these objectives, DHR gathers information through a variety of means, including confidential discussions with concerned parties; informal inquiries with other University resources; and through regular case assessment, issue trends analysis, and media monitoring.

This systematic approach to information gathering, helps identify systemic issues, and highlight unanticipated community or external incidents that may give rise to discriminatory impacts on community members protected under by Code.

In situations where a human rights process appears to be the best way forward, DHR employs a range of informal or formal approaches to issue resolution, which may include simple referrals, various alternative dispute resolution methods, investigation, and/ or consultation with the various administrators, committees and other groups that administer the University's various policies and procedures.

In concert with its issue resolution and oversight functions, DHR also provides strategic support, advice, and leadership for the University's institutional compliance, surveying, and reporting activities in the areas of accessibility, employment, fair trade, and educational equity under all applicable Provincial or Federal legislation, which includes the Accessibility for Ontarians with Disabilities Act (AODA) and the Federal Contractor's (employment equity) Program.

In accordance with the remedial intent of the Code, DHR also develops, facilitates, and lends its professional expertise to education, training, and outreach initiatives that promote the University's inclusive values, as they relate to our hiring and procurement practices, teaching methods, communication, and other topics.

Established in 1996, as one of the first offices of its kind, the DHR is located in Fielding House, on the north end of the main campus. DHR can be reached at; 519 824-4120, ext 53000.

Information, reports, and policies pertaining to DHR's compliance, issue resolution, education and outreach activities can be found on the Office of Diversity and Human Rights website.

The University’s CRC equity targets are set by the CRCP, using its target-setting method. In keeping with the Privacy Act, if the actual number of chairholders who self-identified as belonging to one of the four groups is less than five, it is withheld to protect the privacy of chairholders.

University's CRC Equity Targets

Designated Group






Persons with Disabilities



Indigenous Peoples



Visible Minorities



Learn more about the program’s target-setting method and statistics.

See the 2019 Addendum to the 2006 Canadian Human Rights Settlement Agreement for more information on the CRC Program’s new target setting implementation, from December 2019 to December 2029.

See University of Guelph Policies for Management of Canada Research Chairs Allocation for detailed policies related to management of the Canada Research Chairs program.

This flow chart depicts the recruitment and nomination process at the University of Guelph.

The Provost & VPA and the VPR, in consultation with the Dean(s), make the decision to allocate a vacant CRC to a college and a general area of research to advance the University’s Strategic Research Plan (SRP). The Provost & VPA and the VPR will solicit proposals (1-3 pages) from the Deans for CRC allocations, within 12 months of the targeted nomination date. Criteria for evaluation of allocation proposals are detailed in the University’s CRC policy. 

Once a CRC is allocated to a college, the recruitment process will meet recruitment requirements outlined in the Collective Agreement and the Canada Research Chairs Program’s Requirements for recruiting and nominating Canada Research Chairs, as detailed in the University’s CRC policy.

"At the University of Guelph, fostering a culture of inclusion is an institutional imperative. The University invites and encourages applications from all qualified individuals, including from groups that are traditionally underrepresented in employment, who may contribute to further diversification of our Institution. We encourage members of equity-seeking groups to self-identify within their letter of intent in their application or through the Applicant Tracking Questionnaire. The University of Guelph acknowledges the potential impact that career interruptions can have on a candidate’s record of research achievement and encourages applicants to explain in their application the impact that career interruptions may have had on their record of research achievement."

If you require a medical accommodation during the recruitment or selection process, please contact Occupational Health and Wellness at 519-824-4120 x52674.

Ongoing internal and external positions with the Canada Research Chairs can be found at Canada Research Chair positions.

Decisions to use a CRC for emergency retention will be made by the Provost & VPA and VPR in consultation with the CRC Advisory Committee and in accordance with CRC guidelines for ensuring a fair and transparent recruitment and nomination process.

The Office of Research Services publishes information related to Emergency Retention nominations at Canada Research Chairs Positions.

For previously available positions, please see our CRC position archive.

For general inquiries related to the Canada Research Chairs program, please contact:

Ailsa Kay, Manager, Strategic Programs
Office of Research Services, UC 437
519-824-4120 x58321