who are we?
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what do we do?
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why do we do it?
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who do we do it for?
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Ensuring equity, diversity and inclusion in the research and training environment
We leverage resources at the University of Victoria which has been recognized for its exemplary commitment to EDI in the following practices:
Team Composition and Training Activities: Our research group is diverse (long-term averages of 60% women and 20% black, Indigenous or people of colour) and through collaborations and partnerships I consciously and strategically provide HQP access to diverse role models and mentorship styles. I organize one EDI workshop per year for my research group, and also encourage HQP attend at least one other public EDI workshop per year with a follow-up discussion at a group meeting to further integrate EDI learning.
Recruitment Process: All candidates complete an online application that significantly reduces implicit bias from hiring practices by evaluating candidates based on their self-reflection of strengths, weaknesses, goals and interests rather than their name, country or institution. To further reduce implicit bias, I interview candidates with members of my research group. I have developed an equity statement for my website and job ads, and promote job postings on multiple platforms including LinkedIn, Twitter, my group website as well as several STEM initiatives for women to encourage women applicants.
Inclusion: My research group has a flexible, family-friendly schedule with group meetings and social activities at times that respect personal commitments. EDI is considered in allocating administrative roles, opportunities, equipment and assistance. I meet with all students weekly to foster open channels of communication. I strive to work with each student to understand their long-term goals and build a training program that fulfills both of our needs and sets the student on a path for success.
XXX to be added later...
what do we do?
XXX to be added later...
why do we do it?
XXX to be added later...
who do we do it for?
XXX to be added later...
Ensuring equity, diversity and inclusion in the research and training environment
We leverage resources at the University of Victoria which has been recognized for its exemplary commitment to EDI in the following practices:
Team Composition and Training Activities: Our research group is diverse (long-term averages of 60% women and 20% black, Indigenous or people of colour) and through collaborations and partnerships I consciously and strategically provide HQP access to diverse role models and mentorship styles. I organize one EDI workshop per year for my research group, and also encourage HQP attend at least one other public EDI workshop per year with a follow-up discussion at a group meeting to further integrate EDI learning.
Recruitment Process: All candidates complete an online application that significantly reduces implicit bias from hiring practices by evaluating candidates based on their self-reflection of strengths, weaknesses, goals and interests rather than their name, country or institution. To further reduce implicit bias, I interview candidates with members of my research group. I have developed an equity statement for my website and job ads, and promote job postings on multiple platforms including LinkedIn, Twitter, my group website as well as several STEM initiatives for women to encourage women applicants.
Inclusion: My research group has a flexible, family-friendly schedule with group meetings and social activities at times that respect personal commitments. EDI is considered in allocating administrative roles, opportunities, equipment and assistance. I meet with all students weekly to foster open channels of communication. I strive to work with each student to understand their long-term goals and build a training program that fulfills both of our needs and sets the student on a path for success.