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Retention and Inclusivity


The University of Alberta provides a supportive and inclusive workplace for all chairholders. The university is committed to equity, diversity, and inclusion.  This commitment is evident in its recent institutional strategic plan, For the Public Good, which outlines institutional values, goals, objectives, and strategies. The first strategic goal of For the Public Good is to “build a diverse, inclusive community…” The University of Alberta supports all researchers and strives to build an inclusive workplace through its many orientation and human resource activities.

The University of Alberta Human Resource Services (HRS) supports these institutional goals by, for example, promoting employment equity. Human Resource Services has a team of professionals, called the Equity, Diversity and Inclusion (EDI) Group, dedicated to this important area. The EDI Group monitors equity issues and informs the deputy provost as necessary. The EDI Group also supports institutional strategic goals in this area by offering workshops and events to educate the campus community. Finally, the EDI Group advises the selection committees of hiring units as they search for new employees, including CRC candidates.

HRS also offers orientation events and maintains an informative website. The Faculty and Staff Orientation Event is a one-day session that offers new employees a way of learning about the University and the services it offers.  It is also an excellent way for new employees to network and create new supportive relationships. The Faculty and Staff Orientation website is a useful resource for new employees that offers guides, documentation, and a virtual place to connect.  Both the regular schedule event and the website are powerful tools to support all employees including those from FDGs.

The University of Alberta monitors this supportive and inclusive workplace via exit surveys (e.g., survey of chairholders, monitoring why chairholders leave the institution). These are completed, for the most part, by faculties. Alternatively, all exiting faculty members can request to complete a survey by contacting HRS directly. Faculty members can also bring any concerns about the workplace to a number of campus offices such as HRS, Faculty & Staff Relations, Office of Safe Disclosure & Human Rights, the Office of the Provost, or to the EDI Group directly.


The University of Alberta has procedures, policies and supports in place that enable the retention of individuals from the FDGs. The university has established the Indigenous Initiatives Office to promote and enhance indigenous engagement. The deputy provost is the institutional lead for this initiative, which is part of the university’s response to the Truth and Reconciliation Commission. The goal of the Indigenous Initiatives Office is to ensure a “safe and welcoming environment for Indigenous students, staff, faculty, and community members and that programs and strategies reflect the institutional commitment to incorporating Indigenous perspectives.” This office will “facilitate institutional collaboration and communication to support the development and implementation of programs, services and initiatives related to Indigenous engagement at the University of Alberta.” The approach of the Indigenous Initiatives Office is based on the principles of building relationships and institutional capacity. This increased capacity “means hiring more Indigenous scholars, better supporting Indigenous students, and creating pathways for Indigenous students, faculty and staff to be increasingly involved in all areas of our academic and research mission.” These efforts will help retain individuals from the FDGs, specifically, Indigenous scholars.

The University of Alberta’s commitment to equity in recruitment and retention of faculty and staff is long- standing with policies, practices, and procedures established to achieve a representative workforce based on principles of equity, diversity, and inclusion. There is a comprehensive array of services to encourage and support best-practices in the recruitment and retention of all employees, with specific resources related to advancing employment equity. Highlights include:

  • All faculty and staff leadership programs led by Human Resource Services develop skills and competencies related to recruitment and retention, with equity and diversity as foundational elements; in addition, there is an annual Equity, Diversity, Inclusion (EDI) Week, offering presentations, panels, workshops, and discussions to enhance EDI at the University of Alberta. 
  • An Employment Equity Program (which implements activities and initiatives to achieve and report on equity, diversity, and inclusion in employment) and institution-wide EDI Scoping Committee, and the Council on Indigenous/Aboriginal Initiatives;
  • Comprehensive benefits programs and spousal employment programs that reduce or eliminate barriers to the workplace (for example: the Employee Family Assistance Program’s Cultural Transition Support for employees who are newcomers to Canada, and Culture-Sensitive Counselling and Aboriginal Services matching clients (graduate students and employees) with counsellors who have an appreciation of cultural sensitivities. There is also a network of approved Elders, spiritual healers, and Aboriginal treatment facilities to support those for whom these services are desired. Recruitment Services, immigration consultants, accessibility services, disability management specialists, Human rights advisors, faculty relations advisors, and 17 human resource pwho provide strategic advice and services to staff, supervisors, managers, senior leaders and the human resource assistants and advisors in faculties and centrally-funded units.

Complaint Process

The University of Alberta has a process by which it manages complaints from its chairholders/faculty related to equity within the program. It is highly recommended, that chairholders or faculty members first review CRC allocations within their faculties with their respective associate/vice deans (research). This review will allow chairholders or faculty members to better understand CRC allocations and the CRCP before drafting a complaint. Associate/vice deans (research) are encouraged to discuss the faculty equity plan and current faculty allocations with chairholders and faculty members who have questions. The complainant can also review the UAlberta CRC Utilization Spreadsheet to gain a better understanding of allocations across campus. Once the complainant has met with the associate/vice dean (research) to discuss the nature of the complaint and faculty allocations, the equity complaint, in its final form, should be sent to the deputy provost with the subject line: CRC Equity Complaint. 

The deputy provost reviews all equity complaints; they are reviewed and compared against faculty equity plans, CRC campus allocations, CRC guidelines, and CRC requirements, among other benchmarks within the university.  The complete analysis is reviewed by the CRC Allocation Committee, which  will decide on the response to the complaint and, if necessary, the course correction. The complaint will also be brought to the attention of Faculty and Staff Relations as might be appropriate to resolve the complaint or to pursue any associated investigations of practices or behaviour in faculties. The deputy provost will ensure appropriate communication with complainants consistent with university policies. If a complaint results in substantive faculty-wide changes to CRC allocation, the provost & VP (academic) will communicate these changes appropriately and ensure their implementation.

Contact Information

At the University of Alberta, the deputy provost is responsible for addressing any equity concerns/complaints regarding the management of the institution’s chair allocations.  Contact information for the deputy provost is:


Dr. Wendy Rodgers

Deputy Provost

Provost and Vice-President (Academic)

2-40D South Academic Building

Edmonton, AB

Canada T6G 2G7

Phone:  780-492-2677

Concerns/Complaints Mechanism

The University of Alberta mechanism for how concerns/complaints are monitored and addressed, and reported to senior management, is through the Deputy Provost’s Office or Faculty and Staff Relations depending on the nature of the complaint. These two adjacent offices work together to ensure appropriate coordination. Concerns or complaints regarding equity, diversity, and inclusion in the CRC Program are communicated directly to the Deputy Provost either by email or in person (see contact information above). The deputy provost responds to these questions, concerns, or complaints related to CRCs on campus. All complaints are treated in confidence as stipulated by university policy.

The deputy provost, as an active member of the CRC Allocation Committee, will monitor all concerns/complaints about CRCs at the University of Alberta. The deputy provost works with and supports deans, for example, with the development and implementation of equity plans, the recruitment/approval of nominees, etc. The deputy provost monitors all issues affecting faculties with respect to the CRCP.  As a member of the President’s Advisory Committee for Senior Academic Appointments (PACSAA), the deputy provost interacts with committee members who are senior academics and researchers from across campus. In this way, concerns/complaints about the CRCP are discussed and monitored in the context of reviewing nominations.

The deputy provost is the institutional lead on the University of Alberta’s Quality Assurance process, legislated by the Campus Alberta Quality Council (CAQC). The university seeks to maintain the highest educational and research standards. In this way, the university has set out a scheduled review of its various educational and research programs according to the guidelines of CAQC, the president, and the provost and vice-president (academic). All programs are reviewed on a five to seven-year cycle. Specifically related to the CRCP, a university initiated faculty level review; the President’s Visiting Committee (PVC); focuses on the quality, innovativeness, research impact and competitiveness of faculties. PVCs also assesses future plans for research programs and activities through self-study, external review (by global experts and internal representatives), and unit response. The outcome of a PVC will serve to increase the research quality and impact of the research unit. 

In order to effectively address concerns or complaints, the deputy provost consults with experts, such as Faculty and Staff Relations, as required. Human Resource Services also has specialized services such as the Equity Diversity and Inclusion (EDI) Group that are involved in many of the selection committees across campus. Likewise, the deputy provost is able to address concerns with deans either individually or collectively at Deans’ Council. The deputy provost seeks out the best information and advice in order to address any concerns or complaints regarding CRCs on campus. 

The deputy provost reports equity concerns/complaints to the president, provost and VP (academic), and the vice-president (research) as appropriate. In this way, the CRC Program is monitored and corrective actions can be implemented as required in order to meet institutional goals.