Canada Research Chairs at Acadia University
Canada Research Chairs (CRCs) are critical in making Canada a global leader in research and development. All CRCs at Acadia are selected through a competitive external peer-review process. The national re-allocation process is conducted every two years, and is based on research grant funding received from the three federal granting agencies (CIHR, NSERC and SSHRC) in the three previous years. The Program is central to developing capacity associated with our Strategic Research Plan theme areas, focused through the lens of rural and coastal:
- Community Life, Organizations, and Cultural Diversity
- Natural Resources and Environmental Resilience
- Human Health and Wellness
- Innovative and Enabling Technologies
* Please note that due to COVID-19 the Strategic Research Plan was extended through 2022. A Strategic Research Plan for 2023-2027 is “in development" and coming soon.
CURRENT RESEARCH CHAIRS AT ACADIA
- Dr. Mark Mallory - Tier 1 Canada Research Chair in Coastal Ecosystem Resilience and Connectivity
- Dr. Lesley Frank - Tier 2 Canada Research Chair in Food, Heath, and Social Justice
- Dr. Emily Bremer - Tier 2 Canada Research Chair in Healthy Inclusive Communities
- Dr. Zoë Migicovsky - Tier 2 Canada Research Chair in Agri-Food and Sustainable Agriculture
MOST RECENT CANADA RESEARCH CHAIRS AT ACADIA
- Dr. Michael Stokesbury - Tier 2 Canada Research Chair in Ecology of Coastal Enviroments
- Dr. Brenda Trofanenko - Tier 2 Canada Research Chair in Education, Culture and Community
- Dr. Nelson O'Driscoll - Tier 2 Environmental Biogeochemistry
*Please see the CRC utilization spreadsheet (March 2022) for more information on Acadia Chair Allocations
Acadia CRC Equity Target Setting Plan 2021-2029
Management of Canada Research Chairs at Acadia
ADVERTISED CRCs
Internal - There are no active postings for Canada Research Chair positions at Acadia.
ARCHIVED POSTINGS (Last Three Years)
Tier 2 Canada Research Chair: AGRI-Food and Sustainable Agriculture (February 2021)
Tier 2 Canada Research Chair: Healthy Inclusive Communities (December 2019)
Tier 2 Canada Research Chair: Food, Health and Social Justice (February 2019)
Tier 2 Canada Research Chair: History of the Atlantic World (February 2018)
Tier 1 Canada Research Chair: Coastal Ecosystem Resilience and Connectivity (February 2018)
EQUITY, DIVERSITY & INCLUSION (EDI) COMMITMENT – PUBLIC ACCOUNTABILITY AND TRANSPARENCY AT ACADIA
Acadia University is committed to promoting diversity and inclusion within its research enterprise, including at each stage of planning for recruiting, hiring and retaining Canada Research Chairs. This includes the “removal of systemic barriers and biases, and the practice of inclusivity, so that all individuals have equal access to and benefit from the CRC program.” The Canada Research Chair Program defines diversity as “differences in race, colour, place of origin, religion, immigrant status, Indigenous status, ethnic origin, ability, sex, sexual orientation, gender identity and age.” Acadia University will ensure the inclusion of all individuals, including those from the program's four designated groups (FDGS): women, visible minorities, persons with disabilities, and Indigenous peoples.
Learn more about the CRC’s Equity, Diversity and Inclusion Practices
2019 Addendum to the 2006 Canadian Human Rights Settlement Agreement
ACADIA UNIVERSITY EQUITY TARGETS (September 2019)
All participating CRC institutions must set equity and diversity targets to address the under-representation of members of the four designated groups among their chair-holders. The CRC program uses this data to monitor the institutions’ progress toward meeting their established targets.
Acadia’s CRC equity targets are indicated below. These targets are calculated using the CRC program target setting tool. Because there are fewer than 5 Chair positions at Acadia, current gap numbers cannot be communicated and are withheld to protect the privacy of our Chairs.
|
Designated Group |
Target |
| Women | 29% |
| Visible Minorities | 15% |
| Persons with disabilities | 4% |
| Indigenous Peoples | 1% |
OUR EQUITY, DIVERSITY & INCLUSION PLAN
This updated EDI Action Plan, and the objectives, barriers, actions and progress indicators there in, was developed with the knowledge, experience and support of Acadia’s CRC Equity, Diversity and Inclusion Action Plan (EDIAP) Working Group. The Working Group includes Acadia faculty representation from each of the four designated groups, the Dean of Research and Graduate Studies (Chair), the Acadia University Faculty Association President, Acadia’s Equity Officer, the Chair of the Senate Ad Hoc Diversity and Inclusion Committee, and Research Office project staff. In the development of this Action Plan, the working group examined information collected from an Environmental Scan, Employment Systems Review, and a CRC Comparative Review. The EDI Action Plan has been approved by the Provost & Vice-President (Academic).
Read Acadia's CRC Equity, Diversity, and Inclusion Action Plan (April 2021)
Read Acadia's CRC Institutional, EDI Action Plan and EDI Progress Report
Read Acadia’s CRC Equity, Diversity, and Inclusion Action Plan (2019)
Read Acadia’s CRC Equity, Diversity and Inclusion Progress Report (December 2018)
INSTITUTIONAL AWARENESS OF EDI AT ACADIA
To raise institutional awareness of Acadia’s commitment to fostering and maintaining an equitable, diverse and inclusive research culture, particularly with regards to the CRC program, the institution has implemented a communications strategy detailed below:
- Promote Acadia University’s Equity, Diversity and Inclusion Action Plan to faculty and staff
- Notify faculty and staff of major updates to the CRC webpage on the RGS website via institutional email lists
- Develop and distribute an annual update on institutional progress towards meeting the objectives of the Equity, Diversity and Inclusion Action Plan, to be posted on the RGS website
*This communications strategy may be revised and updated as needed.
In addition, equity training is offered annually to all faculty and staff with the intention of raising awareness and providing strategies for fostering an equitable, diverse and inclusive research environment on campus.
Concerns Received Within the CRC Recruitment Process:
Any EDI concerns raised or received during the recruitment process at Acadia will be monitored, addressed and reported by way of the Dean of Research & Graduate Studies. Each step of the recruitment process is monitored and approved by the Dean of Research & Graduate Studies before moving forward to the next step. Any concerns raised or received will be handled within this process.
POLICIES THAT GOVERN STAFFING OF CRC POSITIONS INCLUDE:
Acadia's Policy Against Harassment & Discrimination
Violence Prevention in the Workplace
Acadia University Faculty Association (AUFA), 16th Collective Agreement
CHAIR RECRUITMENT POLICIES
Requirements for Recruiting & Nominating Canada Research Chairs
Information on how Acadia Manages its Research Chairs (See pages 16-19).
When Chair vacancies occur, the committee described above issues a university-wide call for CRC themes. Faculty are invited to submit proposals(up to 5 pages) for Chair positions in specific theme areas and research disciplines. The committee reviews and evaluates these submissions based on their fit with the Acadia University Strategic Research Plan, institutional priorities, and planning in the academic sector. Based on these principles, the committee also decides on how best to use the corridor of flexibility in managing the institution’s chair allocations.
THIRD-TERM & EMERGENCY RETENTION NOMINATIONS
*There are none at this time
CONTACT INFORMATION:
Contact Information for Questions About the Acadia CRC Equity, Diversity and Inclusion Plan:
COMPLAINTS:
If a complaint is received from a current faculty member within the Acadia University Faculty Association (AUFA) and related specifically to the collective agreement (Article 18), then that complaint is filed using the usual grievance process and dealt with through the appropriate channels. If the complaint is unrelated to the collective agreement, individual members may submit a complaint in writing to the Provost and VP Academic, with copy to the AUFA. The Provost/VPA will provide a written response within 30 calendar days, with copy to the AUFA in those cases where it was copied on the original complaint. In preparing responses related to equity concerns, the Provost and VP Academic consults with the Acadia Department of Human Resources, the Acadia Equity, Diversity, and Inclusion Officer, and (if necessary) the President.
Equity related complaints submitted to the University by an external party (e.g, an applicant) will undergo the same process as above, however, responses will not involve the AUFA. Equity, diversity and inclusion concerns can also be submitted directly to Acadia’s Equity, Diversity and Inclusion Officer, Polly Leonard (equity@acadiau.ca), who is responsible for monitoring and addressing these concerns.
Contact
The Division of Research and Graduate Studies is responsible for administering Acadia University's CRCs. If you have questions about the CRC program please contact:
Dr. Anna Redden, Associate Vice-President Research & Dean of Graduate Studies
Horton Hall, 18 University Avenue
Wolfville, Nova Scotia, B4P 2R6
anna.redden@acadiau.ca
902-585-1787
