| Overall Rating | Gold |
|---|---|
| Overall Score | 68.02 |
| Liaison | Maxine Dandois-Fafard |
| Submission Date | Nov. 10, 2023 |
Institut National de la Recherche Scientifique (INRS)
PA-6: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
0.75 / 1.00 |
Léa Maude
Gobeille Equity, Diversity and Inclusion Officer Scientific Direction |
Has the institution engaged in a structured assessment process during the previous three years to improve diversity, equity and inclusion on campus?:
A brief description of the assessment process and the framework, scorecard(s) and/or tool(s) used:
For the teachers: There is an action plan on Canadian research chairs with allocation targets, impacting faculty recruitment (including a survey and interviews with the teachers).
For the employees, there is a program oriented on access to equity at work, with measures to address the underrepresentation of designated group members within staff such as self-identification forms and accountability review in the fall of 2023.
In the Fall of 2020, INRS has conducted a survey regarding inclusivity at INRS as part of the renewal process of the Equity, Diversity, Inclusion (EDI) plan (with questions about inclusivity for different groups of the INRS community, comparisons between groups and in-depth interviews scheduled for the fall).
Does the assessment process address campus climate by engaging stakeholders to assess the attitudes, perceptions and behaviors of employees and students, including the experiences of underrepresented groups?:
Does the assessment process address student outcomes related to diversity, equity and success?:
Does the assessment process address employee outcomes related to diversity and equity?:
A brief description of the most recent assessment findings and how the results are used in shaping policy, programs, and initiatives:
For research chairs: the contests give priority certain underrepresented groups depending on the target to reach. The survey on inclusivity feelings (conducted in 2022 in INRS) will lead in 2024 to the implementation of measures to promote a more inclusive climate, and that will be integrated into the next EDI action plan.
For recruitment, INRS is committed to hire individuals from underrepresented groups (with equal qualifications). This commitment is written on our website and in every recruiting process.
Are the results of the most recent structured diversity and equity assessment shared with the campus community?:
A brief description of how the assessment results are shared with the campus community:
The action plan on Canadian research chairs is available online (https://inrs.ca/wp-content/uploads/2020/12/Plan_action_EDI_CRC_INRS_2020_12_07.pdf ).
A summary of the survey on inclusivity is available online and subsequent activities on public consultation are being organized (summer 2023) for the fall of 2023. The action plan will be public.
Are the results (or a summary of the results) of the most recent structured diversity and equity assessment publicly posted?:
The diversity and equity assessment report or summary (upload):
Website URL where the diversity and equity assessment report or summary is publicly posted:
Website URL where information about the institution’s diversity and equity assessment efforts is available:
Additional documentation to support the submission:
Data source(s) and notes about the submission:
The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.