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Jaya Dixit: Great so um let's get right into it next slide please.

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Jaya Dixit: we're going to start by introducing ourselves i'm going to go first just to keep with the flow speaking here so hi everyone, my name is Jana dixit my gender pronouns are she her.

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Jaya Dixit: i'm the equity diversity and inclusion advisor and the office of research services at the University of Calgary and i'm going to pass it over to Caroline now.

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Caroline Morrison: And there i'm Caroline morrison and i'm in the institutional programs group within research services thanks very much and alicia.

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Alisha Kadam: hi everyone i'm alicia and the research plans officer and the.

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Alisha Kadam: External grants team within the research services office hear me.

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Emma Koiston: hi everyone i'm a question from external brands from the manager.

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Emma Koiston: To.

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Emma Koiston: The try Council aspect et activity.

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Jaya Dixit: The four of us as a group, really are here folks.

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Jaya Dixit: With them kind of a really nice combined expertise, I think of individual and team grants all scales that fall under try Council jurisdiction.

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Jaya Dixit: But I also want to acknowledge that there are many other experts in this space so.

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Jaya Dixit: you'll notice and i'll talk a little bit to this in a moment that we have a few who are available here specifically to answer questions in the chat.

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Jaya Dixit: And alicia we can go to the next slide i'll run us through that in the next set of points so first a few disclaimers, and this is a.

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Jaya Dixit: an animated slide alicia will go through point by point, thanks alright so today's workshop is a pilot for really excited maybe attached nervous.

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Jaya Dixit: we're really trying to work through the messages, the information the resources that folks need to really take on equity diversity and inclusion in a transformative way.

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Jaya Dixit: And then, to be able to communicate it in there, try Council funding application so just bear with us, there are a lot of things that we're going to learn from this session, as well, I hope.

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Jaya Dixit: next point here, we did not anticipate this incredible response so well over 100 people registered for today's session it's a really big group and we you know we will definitely circulate the materials after but thank you for your interest is really incredible next point.

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Jaya Dixit: Because of the number of people, we have we're gonna have to primarily rely on our polls to get to know you so please engage with us through them.

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Jaya Dixit: Tell us, you know how you're showing up here and what capacity, the areas in which you're looking to gain some knowledge confidence information.

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Jaya Dixit: But that will be primarily I think our way of getting to know each other X point.

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Jaya Dixit: Yes, so, as I mentioned, if you have questions related specifically to one of the agencies shirt and 60 HR some of the broader.

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Jaya Dixit: program such as new frontiers and research fund SCI fi we have designated.

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Jaya Dixit: You know, experts from our team on campus here who have volunteered their time to attend to those and they all have been sort of assigned certain topics so.

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Jaya Dixit: we're really happy to have them here jenna clint Kinga Chris Aaron I hope I mentioned everyone.

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Jaya Dixit: We certainly acknowledge them in the slides below, but they will be here, and if you ask a question that they can answer there's a good chance that they will respond to you in the chat.

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Jaya Dixit: next point, please the slides and recording will be made available and based on the questions we encounter today and the kinds of information that maybe we need to add.

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Jaya Dixit: will ensure that those things appear either a supplement or added into this content when we circulate it next point, please.

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Jaya Dixit: I also want to note that equity diversity and inclusion includes and recognizes indigenous peoples culture ways of being doing and knowing.

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Jaya Dixit: That that in indigenous focused research is a very specialized area requiring specific types of guidance resources and information so while we won't touch in an in depth way on that today resources for all of that will be available at the bottom of the slide deck.

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Jaya Dixit: And I think there's one last point here, which is just that.

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Jaya Dixit: Early next week you'll get a very quick survey, and if you can fill it out and tell us what we were able to help with and where we can help further the kinds of things that this enabled you to do in terms of starting your work toward vdi planning.

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Jaya Dixit: That would be wonderful so we'll welcome that feedback alright so we're going to go to our first full and the next slide here.

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Jaya Dixit: And if you can help us pull up the pole let's get a sense of our colleagues, members of the community here what kind of role and research they're playing so whenever you're ready great, and this is not.

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Jaya Dixit: exhaustive, I know there are probably folks here who fit multiple or other categories just the best we can do to capture who's here.

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Jaya Dixit: Great Okay, so it looks like the majority of our group is researchers faculty and then our research facilitation administration, you know kind of specialist community.

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Jaya Dixit: As long as researchers let's see, we also have a small group of postdoctoral fellows undergrad and graduate students.

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Jaya Dixit: leaders and specialists and you know, maybe staff in other areas niche down a little bit and see, we have a few people who may be none of the above, so I apologize, we weren't able to capture that please don't feel excluded.

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Jaya Dixit: And you're welcome to let us know in the chat if you are joining us from an unexpected roller place that would be great.

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Jaya Dixit: Fantastic, so this is great, I think this really helps us get a sense of who's here and how we can speak to this in the way that's most helpful, so can we go to the next slide please, and thank you.

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Jaya Dixit: And we have another poll that's right, so if and if you're not a researcher, but you support particular Councils, you may support all maybe just tell us where you see the most.

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Jaya Dixit: Where you're offering the most support or in which areas you're perhaps most experienced.

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Jaya Dixit: Okay okay so actually relatively did split a lot of folks from answer 43% we have a shirt Community 30 and 27% CIA HR this is fantastic This is great to know thanks for letting us know.

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Jaya Dixit: What you were in what areas you're working alright so next slide please, these are just a quick review of what we're hoping to offer you today first.

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Jaya Dixit: This basic grounding strong foundational sense of how ED is tied to research excellence.

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Jaya Dixit: Some initial learning that we feel is essential, or at least really helpful in starting to develop your own action plans in research and in practice.

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Jaya Dixit: And then also some of those specific skills you'll need in terms of responding to how vdi needs to be taken up or presented.

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Jaya Dixit: For a particular try Council competitions and we're also going to share with you a few things we've noticed that really don't seem to work very well just so you can avoid falling into those those dilemmas next slide please.

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Jaya Dixit: Great so the plan for today, then, is really to take you through that overview of excellence.

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Jaya Dixit: In research through every diversity and inclusion then i'm going to hand it over to Emma alicia and Caroline to really walk us through.

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Jaya Dixit: How we see this materializing in the tri Council competitions i'll take the MIC once more and walk us through EPI and research design and practice just some good starting points to anchor.

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Jaya Dixit: you're learning and you're doing and then we'll get it we'll make sure we touch on some of the don'ts.

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Jaya Dixit: Which i've marked really clearly on our slide, just in case we run short on time and you need to read those later, they should be really obvious so that's that's kind of roughly the plan and let's get right into vdi and research excellence.

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Jaya Dixit: So what we're going to cover in this section is a little bit about important terms.

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Jaya Dixit: A little bit about the history and contacts just answering some questions folks often seem to have about why this, how come why now.

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Jaya Dixit: And we're going to talk a little bit about how the try Council CDI and research excellent, so we can go to the next slide, which is a ball.

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Jaya Dixit: i'm just curious as a starting point, if you can describe to us, what is your confidence level addressing ED I in finding application so Emma we can run that full just.

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Jaya Dixit: kind of gauge where people's baselines are right now, that would be fantastic, and we really appreciate your authenticity and vulnerability here the polls are of course anonymous, but they do really help us get a sense of where we can support.

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Jaya Dixit: Oh right.

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Jaya Dixit: hundred percent response rate thanks folks, this is what a great group okay so 30% not confident at all 47% somewhat confident 22% confident and 2% extremely confident okay well that's great it sounds like there's already probably a lot of built up capacity and knowledge in the room.

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Jaya Dixit: And if you don't know anything about this, and we need to unpack the most basic things and we're really happy you're here because we're going to do that.

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Jaya Dixit: Today, and I will also say that originally in this full I had a category that jokingly said everything I know the book.

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Jaya Dixit: And I think it's possible that Dr Smith, who I know was registered to join us today might be here and I realized oh my gosh that category actually applies to her she's our Vice provost.

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Jaya Dixit: uti so anyway, I took the category, but she certainly could have answered yes to that so let's go on to the next poll, and then we're going to really dig into some of the.

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Jaya Dixit: The content so Finally, we want to know where your application experience, maybe so have you applied as a principal investigator collaborator in any of these competitions and Emma we can run that all and give folks some options.

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Jaya Dixit: And I think this may be a click all that applies situation, yes.

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Jaya Dixit: And I guess because we don't have a nun option we should expect that maybe we won't have 100% response rate for this question just may not apply to some folks in the room.

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Jaya Dixit: Okay, so all right, it looks like we have a lot of folks who have applied for answer discovery grant.

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Jaya Dixit: Sure partnerships and race, gender and diversity and then kind of an even split across some of these bigger programs health research, training, from CIA HR create new frontiers, this is great, this is a really nice.

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Jaya Dixit: sort of distribution of individual and team grants and I hope that will be talked about today you'll find is scalable to where you are no matter the size of your group or team or your level of.

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Jaya Dixit: literacy and understanding of vdi so.

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Jaya Dixit: let's go right into defining some important terms and i'm going to first say that at the University of Calgary and in in our Canadian post secondary sector, you know we hear ED Ai and in the US, or in other sectors, you might hear di and.

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Jaya Dixit: I heard this said, in a few spaces and it has really helped me the reason why equity comes first, is because it may not be possible to change the diversity in a space immediately.

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Jaya Dixit: So we start where we are with who's there and we ask ourselves if the space is offering to everyone, the opportunities for participation for entry for advancement in equitable, transparent and accountable ways so.

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Jaya Dixit: We often hear ED I just kind of as these three letters snap together, and it really is worth taking the time to just pull them back apart because they are distinct terms with distinct meetings and the interplay between them is really where a lot of.

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Jaya Dixit: The nuance and the planning and the strategy comes in, so.

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Jaya Dixit: These terms I also will say, are all taken from the website of our office of vdi the glossary section, which is excellent.

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Jaya Dixit: I find it's a great learning tool and I strongly suggest that you just bookmark it and go back to it, every time you need a refresher.

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Jaya Dixit: So equity is a principle condition process and outcome rooted in human rights and the inviolability of human dignity.

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Jaya Dixit: It is integral to the legal principle of justice and the ethical principle and practice of fairness and doing the right thing.

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Jaya Dixit: It requires, and I think this is really important for us, identifying patterns and inequities and making changes to the systems cultures.

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Jaya Dixit: and processes that obstruct members of the community from achieving their full potential.

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Jaya Dixit: It enables proactive measures and reasonable accommodation necessary to identify structural systemic and cultural barriers discrimination unfairness and disadvantage.

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Jaya Dixit: and ensure equitable, excuse me equitable pathways and opportunity structures for women indigenous people, visible and racialized minorities, persons with disabilities.

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Jaya Dixit: And LGBT Q to s plus in all spheres of life So these are big definitions and in the interest of time I realized that I may not be able to read all of them all the way through, but i'd really like for us to at least pause on each of them for.

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Jaya Dixit: You know about a minute so folks have a chance to read and I can tell you that it is entirely possible to do all the work of writing a plan without having truly understood what each of these terms mean So if you don't have time to read them all the way through today, please do.

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Jaya Dixit: You know, in due course so alicia we can go to the next slide sees.

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Jaya Dixit: Diversity so i'm just gonna I think i'm going to stick with the top paragraph here on the second adds a ton of value, but we will actually cover representational diversity, a little bit later so.

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Jaya Dixit: Diversity, we can think of it as difference or a variety of different services Variety is a characteristic of nature and human society.

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Jaya Dixit: Efforts to increase representation and numerical diversity are enabled by, and this is again important the institutional commitment and the institution is all of us.

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Jaya Dixit: To equity diversity and inclusion foundation foundational to education and employment equity is the cultivation of an environment in which.

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Jaya Dixit: Those who have been historically disadvantaged and are currently under represented can gain access to and flourish within the Community.

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Jaya Dixit: So there are other aspects of diversity, philosophical institutional disciplinary they're covered a little more in this second paragraph here, but I think the main thing is that diversity is something so much more than the census box that people tick.

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Jaya Dixit: I really want to impress that upon everyone I know that's a common stumbling block and we'll come back to diversity later, but why don't we move on to inclusion.

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Jaya Dixit: Inclusion so inclusion encompasses norms practices and intentional actions to promote participation engagement empowerment and a sense of belonging.

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Jaya Dixit: For all members of historically underrepresented and disadvantaged groups in all aspects of life, it is about promoting and institutional culture and practices to ensure that all can experience a welcoming space of fairness, dignity and human flourishing.

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Jaya Dixit: This next paragraph offer some really important information about how you can think about an access.

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Jaya Dixit: You know narratives and experiences of belonging it's not always well captured in quantitative data and I often tell people that the completion rates of your trainees if you're thinking about that as a metric of equity diversity inclusion.

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Jaya Dixit: is neither strong nor accurate, because it is very possible for students, trainees and TEAM members to be producing in the most conventional academic ways and yet be incredibly isolated.

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Jaya Dixit: or feel that they're in a toxic or difficult environment so i'm not going to be typically reading through slides but for some of these concepts, I just wanted to take the time here.

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Jaya Dixit: Alright, if we can move on, I believe there are two more two more really important terms that I just want to introduce as part of this kind of grounding.

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Jaya Dixit: And again we'll touch on them in more depth later so equity deserving group, some people say to me, I am I supposed to say equity deserving am I supposed to say equity seeking.

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Jaya Dixit: And I really encourage you to read them it's linked here, Professor wisdom Teddy has this incredible installation speech.

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Jaya Dixit: from taking this role at the University of Toronto Scarborough where he talks about inclusive excellence.

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Jaya Dixit: And really essentially challenges the academic community to think about equity deserving groups of people for whom all of us should be working for the equity they deserve and.

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Jaya Dixit: that's you know somewhat what's captured here and it's it's the language we use at the university it encompasses the federally or four designated groups, it is, it also recognizes.

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Jaya Dixit: You know the intersections within them and then intersections another really important term so intersection ality is a term coined and offered to us by Kimberly crenshaw and it really suggest that, while there are many diverse groups.

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Jaya Dixit: People are capable of holding identities in multiple groups, at the same time, so, for instance i'm a woman i'm also a racialized visible minority, I also have a disability.

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Jaya Dixit: Those are not things that add to one another, those are sort of interlocking or you know complex defying.

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Jaya Dixit: qualities so again, these are really important terms and we'll come to them again a little bit later in terms of what do they need for you and your planning.

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Jaya Dixit: And the work you're doing and your teams and research, so we just had, down to the next slide please um thanks alicia.

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Jaya Dixit: The question, this is a question I encounter so often, and I think it really prompts us to go back to some of the origins of this.

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Jaya Dixit: You know this important work we're doing an equity diversity inclusion, so why EPI and research and why now we can go to the next slide.

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Jaya Dixit: i'm going to take us back in time to answer this question, we started in 1986 and I just thought I would put something on the screen to jog your memory back there because it is quite some time ago, and for those of you who may not be familiar.

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Jaya Dixit: I thought, who represents 1986 and an honor black history month I chose oprah winfrey an American journalist who really became a prominent public figure through a talk show that was launched in 1986.

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Jaya Dixit: Some of you may not be old enough to remember oprah some of you may have watched her while you were studying for exams.

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Jaya Dixit: Some of your trainees may not have been born or be familiar with her show it's just an anchor us back in that time so we're relevant to our context, something else happened in 1986 if we can go to the next slide please so in 1986.

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Jaya Dixit: Justice rosalie abella led the Commission on equality and employment from which emerged what we know today.

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Jaya Dixit: As the employment equity at this is incredibly central to what we're talking about today to the plans you're building to your understanding of how it matters and what your role is in it.

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Jaya Dixit: This is the legislation that mandates, the elimination of systemic barriers for members of equity deserving groups.

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Jaya Dixit: it's linked it's linked here, so you can read the summary or the full actors in the.

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Jaya Dixit: References of this presentation, but I really want to just single out one key piece, which is that, from this act emerged, also the federal contractors program in 1986 and the University of Calgary or whatever institution you're from.

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Jaya Dixit: participate in the federal contractors program because our researchers bid on.

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Jaya Dixit: and receive research contracts with the Federal Government so federal contractors are expected to uphold the principles of the equity employment, so there is a legal grounding for what we're talking about today, we can go to the next slide.

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Jaya Dixit: we'll kind of go a little bit further, so, while a piece of legislation is extremely important in our context I think it's even more important to know that there have been legal challenges, so in 2003 there was a landmark case eight academics.

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Jaya Dixit: challenged.

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Jaya Dixit: The Canada research chairs program with a human rights suit which resulted in a settlement and really what the suit was about was the under representation of.

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Jaya Dixit: scholars from the for dessert for designated groups or equity deserving groups in the appointment.

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Jaya Dixit: of Canada research chairs so in 2016 was an important settlement that really essentially created what we know today as the Canada research chairs.

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Jaya Dixit: vdi Action Plan all institutions that participate have their own media action plans, the university does as well, and then you know further challenges resulted in increased.

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Jaya Dixit: You know, increased requirements for accountability, transparency.

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Jaya Dixit: And this is a really central thing for us to be aware of, because it essentially set the stage for a lot of what we know ddi and research now so.

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Jaya Dixit: The the vdi requirements for the CRC program apply also in other spaces in cirque and see if we see each of the agencies.

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Jaya Dixit: taking hold of what we've learned from the Canada research chairs case to really start embedding it in how they operate and then their own strategic plans for vdi.

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Jaya Dixit: And I strongly encourage you to read again linkedin the references, the open letter to university Presidents from Ted Hewitt the venture President.

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Jaya Dixit: on behalf of the Canada research chairs, and this was really a call to action for all institutions.

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Jaya Dixit: To immediately self assess equity and research in their own context and assess the under representation of not only research shareholders but faculty in general, so if we can go to the next slide.

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Jaya Dixit: You know concurrent to this there's so much research and data evolving starting to demonstrate that there are major disparities what the systemic barriers in research are not only present.

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Jaya Dixit: but are in fact sustaining so we see the emergence of this increasingly concerning data and research, demonstrating the lack of ED and I and research.

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Jaya Dixit: And the impact of those things on the research, its culture and spaces and if we can go to the next slide here.

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Jaya Dixit: And not going to read the quote but we'll have it in for you to read a great book That summarizes a lot of this is the equity myth rationalization and do an ad in Canadian universities.

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Jaya Dixit: One of the most educational books, I have read, even outside of the work that I do here at the university that presents a lot of the research reports and findings.

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Jaya Dixit: That show us how we've arrived at this place in which we have a leaky pipeline were very diverse under represented a very diverse Lee representative undergraduate population somehow funnel into these really homogenous.

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Jaya Dixit: settings as as people progress through their careers, so I really recommend this book and this quote is a great reflection, I think of those aggregate barriers and and the results that they have.

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Jaya Dixit: So this slide i'm just going to say when i'm hoping to impress upon you then it's just that, where we are today as a result of this confluence of you know, the legal, social and research based movements.

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Jaya Dixit: So what does this mean for you and next slide please.

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Jaya Dixit: It means that as a result of all of this, the try agency developed statements on ED and I will vdi.

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Jaya Dixit: And this is really about supporting equitable access to the funds themselves.

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Jaya Dixit: Promoting the integration of equity deserving groups and inclusion related considerations in the design and practice.

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Jaya Dixit: Increasing inclusive participation in the system, including on teams and conducting data and analyses in ways that are needed to include vdi considerations in decision making.

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Jaya Dixit: And you'll see that every agency, and I think my colleagues and my Carolina and alicia will really show how uniquely every agency does it and that's why it's important, I think, to just to recognize the.

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Jaya Dixit: Differences between them so last slide for this section, then in some.

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Jaya Dixit: EPI does not compete with or undermine excellence marriage equality, it is about ameliorating barriers for opportunity and participation and it accounts for all aspects of the research and.

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Jaya Dixit: I just want to circle back to the initial question about you know why vdi and research and why now if it seems like this is sudden and it seems like this is urgent.

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Jaya Dixit: I would say it is and it's because we are just coming to it now 36 years after the original call so that's your grounding in the.

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Jaya Dixit: You know the how we've arrived at this moment and i'm going to hand it over to my colleagues now to really walk us through what this looks like on an agency by agency basis, maybe not comprehensively, but I hope and an overview that everyone finds relevant to their context.

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Jaya Dixit: Right thanks.

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Emma Koiston: Okay.

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Emma Koiston: And you just back up one slide please alicia we just okay i'll just.

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Emma Koiston: So we do want to outline where we are currently seeing.

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Emma Koiston: EPI within the tri county programs, and what their requirements are us this is continuing to evolve, there is a wide raging ranging spectrum.

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Emma Koiston: Where some programs have rigorous requirements and others currently don't have anything specific mentioned.

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Emma Koiston: So my team works with friends that are led by individuals, whereas caroline's team is more focused on institution led opportunities and there are some differences between the two.

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Emma Koiston: Next slide please.

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Emma Koiston: So the pyramid.

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Emma Koiston: Here outlines those men individual lead programs, where we see the highest volume of application and the introduction of various legal requirements to date and search has been the Agency to insert vdi the most into its programming via the discovery alliance and the research tools programs.

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Emma Koiston: agencies have not made EPI a separate criteria of its own, but have rather and editors a sub sections within other existing evaluation criteria.

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Emma Koiston: At the present time stroke programs listed here do not contain any explicit vdi requirements and their evaluation criteria.

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Emma Koiston: There was a pilot on the way with the show partnership grants program that Caroline will touch on, and for that shark has created.

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Emma Koiston: a guide to addressing ETA considerations which I imagine will be expanded upon in the future to include some of these are the grants.

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Emma Koiston: At that point, that said shark is still committed to increasing equitable and inclusive participation, including within research teams and in promoting considerations related to EPI and applicants should try and demonstrate this by leaving it across research design and practice.

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Emma Koiston: Next slide.

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Emma Koiston: So, to look at these programs a little closer the table here, provides a summary of the current era requirements with their respective evaluation criteria.

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Emma Koiston: And so, has developed a guide for applicants called considering equity diversity and inclusion and this just outline considerations that should be given to research team composition.

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Emma Koiston: mentorship opportunities work environment, research, design and sex and gender considerations and you can see from this list that the three insert programs have a strong guy in relationship training of highly qualified.

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Emma Koiston: For many opportunities.

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Emma Koiston: Currently applicants are required to complete a personal data form and, within that they have to explain how they are promoting EPI in natural science and engineering.

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Emma Koiston: But discovery programs, specifically the training of HQ section must address specific actions that the applicant will take to support the recruitment of a group diverse group of hedge.

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Emma Koiston: So for this, you would want to consider your recruitment practices your mentorship approaches and initiatives that are aimed at ensuring inclusion in your training environment.

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Emma Koiston: So reflection on past inclusion of guy and training is also important to help determine where improvements and changes can be made forward.

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Emma Koiston: This might include some promotion of vdi in the natural sciences and engineering field, for example, as well as discussing challenges that you briefly previously experienced or barriers that you've encountered to ensure an inclusive environment.

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Emma Koiston: Secondly, for that program if it is applicable to your research applicants should describe the rationale for including sex and gender and diversity considerations and how these aspects will be addressed in your research design.

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Emma Koiston: alliance program has some similarities where Ada falls into the training plan.

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Emma Koiston: Your lines program actually has its own supplementary guidelines became to expectations for the training plan section where applicants have to describe specific and concrete practices to be put into place to ensure that they are proactively supporting EPI.

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Emma Koiston: Addressing Ada in the team's composition is also a requirement of all this isn't clearly indicated in American and indicators, but it is actually explained in the application instructions.

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Emma Koiston: Plans for promoting participation from a diverse group page up also have to be be described, along with Equitable recruitment processes and mentorship approaches, much like the discovery Program.

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Emma Koiston: For research tools and instruments, there is an optional self identification section, which is intended to eight and six capacity to monitor progress towards increasing EPI within its programs.

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Emma Koiston: And within the application form for that program Africans have to explain, if there is any consideration given ui and the rationale of the team composition and that goes for the applicants to co applicants any other mentioned this.

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Emma Koiston: idea is also a big feature of the training page up with that Program.

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Emma Koiston: Under the training of hedge.

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Emma Koiston: Turning to see HR the project grind competition now.

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Emma Koiston: The HR expects all applicants to integrate sex and gender, where appropriate, into a research designs methods analysis and interpretation and or dissemination findings.

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Emma Koiston: And that is assessed on the feasibility evaluation criteria and the reviewers are looking to confirm whether this integration is a strength or weakness or it isn't applicable to all at all.

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Emma Koiston: For those not familiar with you know your child, this is required for consideration because they have evidence which demonstrates that.

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Emma Koiston: The biological and social differences between men and women, contribute to differences in health risks health service use health system interaction and health outcomes.

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Emma Koiston: So, accounting for sex and gender in health research has the potential to make health research more rigorous more reproducible and more widely.

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Emma Koiston: Similar to answer yeah ehr implemented the mandatory completion of equity and diversity questionnaire in 2018.

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Emma Koiston: And this is for all participants of the full application stage.

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Emma Koiston: And in terms of resources, the ch a Walker website has some really excellent resources and guides with links to videos and webinars that cover.

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Emma Koiston: How to integrate sex and gender into research how HR is supporting the integration of sex and gender based analysis and also around impacts of integrating sex and gender.

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Emma Koiston: So I think I might leave it there, because I already mentioned, with the shark portfolio there there's there's nothing really at the moment, but we will be expecting that coming down the pipeline at some point in the future.

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Emma Koiston: So i'll hand it over to Caroline.

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Emma Koiston: institution that.

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Caroline Morrison: and

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Caroline Morrison: Thanks so much um.

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Caroline Morrison: yeah so again, these are some other programs these ones are typically they typically involve teams of researchers or researchers in partnership with Community members.

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Caroline Morrison: trainees, I could and and academic with non academic partners in some instances, so the new frontiers in research program or nsf has the most established.

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Caroline Morrison: criteria, with its standard funding opportunities and i'll talk a bit more about that in a moment.

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Caroline Morrison: The Canada foundation for innovation isn't strictly one of the agencies, but it funds research equipment in support of researchers falling under the mandate of any trade agency they've just introduced ddi as an evaluation criteria in one of their competitions.

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Caroline Morrison: As mentioned briefly shirk doesn't have a ton of vdi requirements and existing programs, but they have introduced as a pilot in.

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Caroline Morrison: A requirement within the partnership grant program specifically, which is the very large partnership funding opportunity offered for about two and a half million dollars.

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Caroline Morrison: up to two and a half million dollars and then finally in inserts create research grant called sorry in inserts research, training grant called create and chro new research, training platform which is comparable to the insert create Program.

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Caroline Morrison: And was piloted in 2021 there are some vdi requirements within other evaluation criteria so next slide please.

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Caroline Morrison: um so again funders and programs are at different stages of incorporating vdi requirements, some of them have explicit criteria that needs to be addressed in a very specific way with really rigorous.

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Caroline Morrison: requirements and others require ED I be addressed but there is less structure in the way that it's addressed, and there are opportunities to address it.

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Caroline Morrison: Throughout the application in sections where it seems appropriate and applicable.

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Caroline Morrison: So i'll just i'm not going to do this in order but i'll just talk about a few of them, so the answer create training grant.

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Caroline Morrison: requires the vdi be addressed within the excellence of the proposed team section in the letter of intent, it is a two stage application process.

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Caroline Morrison: So when you're talking about the team, you need to talk about how Idi has been considered in the composition of that team and how it positions, the team to excel at executing this training Program.

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Caroline Morrison: In a full proposal ED I needs to be discussed in a few places addressing how trainees will be recruited mentored and supervised.

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Caroline Morrison: The rationale for the team of project co applicants, the main co applicants and then in the management and governance structure of the team so whose voices are going to be heard in the decisions that guide how this program is developed continued how trainings are supported.

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Caroline Morrison: So that's sort of an example of their specific places to talk about it but it's possible that you could reinforce it throughout the application as well.

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Caroline Morrison: In new frontiers in research fund programs i'll just say and breath because it flows, a bit easier.

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Caroline Morrison: there's a dedicated section addressing vdi and each of them and there's four components to the vdi section you start by discussing the context and then move into very specific questions that require you to speak to concrete actions that are proposed, and how those actions will be measured.

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Caroline Morrison: That said, there, it may be appropriate to reinforce those concrete actions proposed in other sections, so when discussing the research program, for example, it might make sense to reference how trainees will be engaged in a in an inclusive way.

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Caroline Morrison: One thing to note for new frontiers programs vdi is typically a pass fail criterion, and so, if the vdi section doesn't meet the bar.

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Caroline Morrison: The proposal won't be evaluated for its scientific or research merit so it's it's a very important part of those applications.

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Caroline Morrison: i'm just going to take a second to plug the fact that Empress guide on addressing ETA is excellent, a lot of other programs will point people towards the end for if guide.

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Caroline Morrison: It provides really, really concrete examples of what constitutes a strong response what constitutes a weaker action plan or not Action Plan action statement.

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Caroline Morrison: and insert ensure also have guides and then mentioned some of that the insert guide and there'll be links to these at the end.

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Caroline Morrison: And then, just as it as a general note, most funders now and I imagine, this will increase will explicitly ask that.

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Caroline Morrison: If you are asked to suggest reviewers you consider a di when considering those names to ensure that there's a diversity of perspectives represented in the panel that reviews your project which makes total sense.

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Caroline Morrison: All right, i'll turn it over to alicia.

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Alisha Kadam: Thanks.

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Alisha Kadam: yeah, I just wanted to go through some common features that we see in successful applications, especially because our offices uniquely position to.

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Alisha Kadam: We get to read hundreds if not thousands of applications, every year, and so i'm going to present this strong.

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Alisha Kadam: ED sections, a strong vdi plans that we have noticed in specifically answer applications, as that is my portfolio so some of the.

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Alisha Kadam: Key elements of successful ED I plans in successful applications is that the applicants are always personal almost always personal and very specific in their.

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Alisha Kadam: perceptions so rather than writing ED I will be considered in the training of my edge up, they would use active breathing and actually write that I consider.

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Alisha Kadam: As a very important part in the aspect of my training philosophy and they would follow this up with specific examples of how they have used these.

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Alisha Kadam: Plans to train their to compete in the past, or if they haven't had an opportunity to use vdi so far they write a specific plan of how they build us vdi.

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Alisha Kadam: Plans to train them up in the future, and another key thing that successful applicants to is that they always identified gaps and common barriers that trainees, based in their research area, so.

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Alisha Kadam: A lot of them actually write down the names i'm sorry, a lot of them actually identify these gaps and common barriers and their job postings as well, so, for example.

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Alisha Kadam: If there's a research area that involves a lot of field where which may not be possible for everyone, they.

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Alisha Kadam: really think about this and create possessions that can be performed by which ups, who may have mobility related barriers and may not be able to perform a lot of field work, so it is always possible to include it up, who don't always be.

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Alisha Kadam: put on always pick the typical representative of trainings in their research area, another thing they do is that the in this concrete examples of actions that they have to been ability for enhancing the personal and standing of eds best practices.

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Alisha Kadam: it's very easy to see this people people actually write down the books that they have read the workshop that they have attended.

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Alisha Kadam: And the key thing here is that it does not have to be things that you've already done in the past, but things that you plan to do in the future, it is okay to be starting from square one, but it is the commitment and the initiation that counts, and another thing.

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Alisha Kadam: That we have noticed, while reviewing a lot of answers brands is that we are seeing increasingly strong ETA plans from early career researchers, rather than.

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Alisha Kadam: More senior or established researchers and I think this is very interesting because the early career researchers, we, we see that they perhaps.

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Alisha Kadam: completed the training in an environment where Ai was implemented in the last five years or so, and so they're at I plans are always very robust they have they.

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Alisha Kadam: They have incredible ideas of how they're going to train the edge up how they're going to build a CS equitable environment for the http.

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Alisha Kadam: So these are just some of the things that we noticed that strong year plans talk about this list is of course not exhaustive.

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Alisha Kadam: And another key thing to remember, which is some system that we heard from a colleague of ours, who has that on many try Council adjudication committees is that.

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Alisha Kadam: An Ada section of a good Ada section like you will determine whether or not an applicant.

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Alisha Kadam: application is funded, but a poorly written media section can cause a lot of damage and they can be so vocals and.

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Alisha Kadam: A good Ada section is definitely noticed, but it does not mean that it will make up for a poorly written application, but a poorly written EDF section is also definitely noticeable and evaluators will consider that, when they are evaluating the application on the whole.

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Alisha Kadam: Another problem that we face is at the research services office is that there's not a lot of feedback available to us directly or specifically on each section, so we are also just.

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Alisha Kadam: Working with.

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Alisha Kadam: faculty members who have volunteered on evaluation groups or sat on try counselor education committees to find out what is considered as well, yes, section and so we're still working on that.

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Alisha Kadam: And there is an opportunity, on some applications to improve er sections and resubmit applications I especially worked with a lot of insert alliance brands and because that is a ruling competition you do get your application sent back to make updates to your video section, if it is.

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Alisha Kadam: Not interested at all, or if it's not written well if it does not address all of them married indicators that can surpass.

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Alisha Kadam: In their evaluation criteria, so you do have an opportunity for answer the lions to redo that section and respect for evaluation.

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Alisha Kadam: But that's quite uncommon and most applications do not have this opportunity to for you to redo and submit, and that includes the nfl red competitions discovery grants to each other project friends all of those you kind of have to get it right, the first time.

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Alisha Kadam: and submit so yeah we are working on building better guidelines for eds actions as we read through successful applications as we hear back from leaders.

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Alisha Kadam: And so far I do see that there has been some leniency in evaluating intersections there are still.

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Alisha Kadam: Applications that were funded in the past few years that had poorly written video section, so it still happens, but going forward.

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Alisha Kadam: And, especially as Ada starts to become a part of progress reports and final reports as well, we might see that the sponsors the agencies that are not quite as.

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Alisha Kadam: And yeah so.

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Alisha Kadam: I will now send mixtape over to check.

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Jaya Dixit: Free thanks alicia.

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Jaya Dixit: And I think that perspective from folks who've had.

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Jaya Dixit: Reviewing experience is invaluable.

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Jaya Dixit: Alright, so uti in research design and practice where to begin this is really the final leg of the workshop but we're really helped to help.

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Jaya Dixit: and support folks to start thinking about like what's it going to look like to do something that's really meaningful in my Program.

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Jaya Dixit: Really, as the anchor, what are the practices that we're going to start to introduce and that when you then go to apply for any grant you really have almost like.

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Jaya Dixit: You know, a repertoire and a sense of confidence leadership and ownership of that vocabulary and those practices and those issues that you start to just be able to shape and form to the requirements that are needed so.

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Jaya Dixit: Why don't we jump right into that.

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Jaya Dixit: All right next slide please so we're going to talk a bit about a few things and I just want to say that I like to think of, and I believe that.

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Jaya Dixit: This is very much in line with what the research says that to be really effective equity diversity and inclusion is something you have to think about.

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Jaya Dixit: Both as a wrap around concept, and also a flows through concept it's not a slap on it's not a supplement it's not The other thing, in addition to.

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Jaya Dixit: And i'm going to take you through some ways that i'm hoping will help you start to think about it, and what it will mean to approach this really intentional way from wherever you are right now.

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Jaya Dixit: So the the three things we're going to touch on here are going to be around research design and research practice and we'll show you some examples of how that can actually look in funding applications so next slide please, and thank you.

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Jaya Dixit: Oh, we gotta pull Okay, and I know folks I know I anticipate we'll lose a few folks at one o'clock, but if you can stick around.

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Jaya Dixit: You know, and you have questions and you want to engage with us in the chat please, please, do we really want to be able to answer we have like the might of mental and Idi and research capacity, and we have in this room is.

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Jaya Dixit: Unbelievable from folks with huge.

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Jaya Dixit: You know, huge research portfolios to research facilitators who reviewed.

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Jaya Dixit: Hundreds of applications to administrators in our so who have like incredible in depth knowledge of agencies, so please take advantage, while we're working through this to ask questions all right, Mr, if possible, can I please, please, please run the poll and ask folks.

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Jaya Dixit: let's see Oh, this is that's okay well we'll go to that will get to this question first, so this is about an EPI plan in terms of mentorship your environment recruitment, do you have a plan.

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Jaya Dixit: This is not a question about whether you've written an application it's about whether you have a plan.

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Jaya Dixit: And a really even split so far let's see.

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Jaya Dixit: Alright, so it looks like.

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Jaya Dixit: Know kind of at we have really almost like that one third in each category, yes, no and unsure I think we can wrap that pull up and actually Emma maybe we can just run the next full we'll just do them as a lump here.

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Jaya Dixit: yeah So you can see that in this group of people i'm guessing it's mostly researchers who answered here, yes, no and i'm sure refers to whether they have a plan in place that they already use to to really function and and optimize the space for everyone who's in it.

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Jaya Dixit: But Emma can we go to this next poll about research design, so this may not apply to all researchers here, but if it does, if sex and gender based analysis or intersection analyses are really relevant to the research you do.

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Jaya Dixit: Tell us if you are already including them or if you're unsure or if they don't apply.

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Jaya Dixit: give this maybe just a couple more seconds here.

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Jaya Dixit: Okay, and there's a great question question from Warren and i'm going to get to that in just a second thanks Warren okay so let's just see how folks are doing with this question, so we have.

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Jaya Dixit: um let's see about 30% of folks do incorporate sex and gender based analysis 20% don't 11 or unsure and for a fair number of people 40 it's not applicable in their research context Okay, this is really good just helps us get a sense of where folks are at.

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Jaya Dixit: Okay, so i'm just going to get to the chat here for a minute and answer these questions out loud and if if any of my colleagues want to answer in the chat as well there there's there are a lot of ways to get at this so Warren.

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Jaya Dixit: Some more, and I think the question you're asking is Is this all up to individuals or is there some you know, greater set of actions with which to align, so this is an institutional effort.

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Jaya Dixit: And should those things be referenced in a plan and we'll get to that, but i'll just quickly say short answer yes, there are a lot of things that institutions are doing, including ours.

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Jaya Dixit: And you know I can kind of list them right now but absolutely for the purposes of thinking about an application.

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Jaya Dixit: It is excellent to align your actions with those plans what it requires is that you're aware of them, which is why we're providing you with that information in the deck.

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Jaya Dixit: So the University of Calgary is part of the dimensions charter it's a signatory to the Scarborough Charter we have action and.

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Jaya Dixit: Action Plan for the Canada research chairs program there are many things going on there's a pilot program right now for the research in teaching awards and ei plan there so.

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Jaya Dixit: If you can look through these things and find areas of resonance and really say to yourself that's something i'd like to do with the scale of my group, like that's it that is definitely a way to go, and for a lot of the.

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Jaya Dixit: will say the mega grants, in particular for creates for and for for those bigger grants that you know do, by definition, you know.

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Jaya Dixit: REACH broader broader segments of the university community absolutely those those alignments are essential to make sure that it's not just everyone doing different things in a way that's not.

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Jaya Dixit: kind of in concert, so I hope that answers the question come back to us with a follow up great thanks lauren and carrie what are some good examples of an action plan, how can we improve vdi and student recruitment oh I love this question i'm.

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Jaya Dixit: In recognition that people can all stick around i'm just going to answer it right now, even though i'm going to get to it a little bit.

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Jaya Dixit: So we're going to show you I think examples of pieces, but the features of a strong vdi Action Plan.

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Jaya Dixit: Again i'm just going to really skim them because we're going to get into the mechanics of it is, is that it's it's responsive to something so a plan recognizes the challenge or a problem and it's discipline.

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Jaya Dixit: You know, a scholar ask themselves what is my group look like, is it reflective of those challenges are we doing things better, are we doing things worse.

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Jaya Dixit: It commits to actions that are relevant for how it's Group looks in that disciplinary context.

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Jaya Dixit: And it provides that you know and it proposes to do things that are really obvious so, for instance, if you say, I have a great group of trainees, but they're not diverse.

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Jaya Dixit: Yes, recruitment is where you would probably focus, if you have a really diverse group of trainees, but you recognize that maybe inclusion and equity or lacking or could be, areas that would better benefit.

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Jaya Dixit: You know students from particular groups, then maybe you wouldn't focus so much on recruitment you focus more on.

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Jaya Dixit: You know, micro aggressions inclusion practices inter cultural competency access to funding for conferences and you know, so I guess it's there isn't one plan, we can show you, because it really comes down to you know the particulars of your group and your situation.

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Jaya Dixit: But there is so much to do for recruitment and we can get into that and carry if you have specific follow ups, please you know, please feel free to to come back to us in the chat.

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Jaya Dixit: And I see that Caroline has some stuff there too great let's keep moving.

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Jaya Dixit: um so we're going to start on the design side with data, so I like just just simplify, you know ED I know I said it's wrapped around and it's interwoven.

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Jaya Dixit: But for the purposes of our conversation i'm going to focus on it as a somewhat to you know to aspect undertaking, it is much more, it can be much more sophisticated than that, but this is about starting.

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Jaya Dixit: Not about you know advanced advancing so in terms of research design, I just want to point you towards three core things to be thinking about it does not scratch the surface of some of these like ontological epistemological you know deeper critical.

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Jaya Dixit: You know notions, you might engage in, but I just want to give you some anchors to help you think about design so i'm and i'm going to give you an example of also of where this is really important.

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Jaya Dixit: So sex and gender based analysis and Emma touched on this, in particular with CIA HR receipt sometimes with, and we are sorry and cirque.

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Jaya Dixit: And in the context of your own research and I had a great chat with us the fit about this, they said for the data we have, we will have.

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Jaya Dixit: information available about the sex of the patient, but we are maybe not going to have information about the gender so.

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Jaya Dixit: We don't but we don't have control over the you know the data collection space that's completely separate from where we are, so in that case I think what really makes sense is to be sophisticated in how you include.

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Jaya Dixit: sex and other analyses and to be you know really aware of why gender is not something you can study in that context, maybe to think about who my is there a future partnership are there ways in which that this research.

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Jaya Dixit: benefits from being so specific or the reason which suffer so sex and gender based analyses, whether or not you use them have strong justifications for those choices.

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Jaya Dixit: The reason why there's a plus on the end of sex and gender based analysis is to indicate that notion, we talked about earlier intersection ality so are you doing intersection analyses.

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Jaya Dixit: So the example I like to give, which is a personal example is.

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Jaya Dixit: You know, when I was having a baby my midwife told me Oh, you know if there's a increased likelihood of neonatal jaundice for infants, who are.

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Jaya Dixit: You know, mixed racial groups, and you know this was actually the first time i'd ever heard a health care practitioner make reference to race and also to see me as a person of color not only as a woman who was pregnant.

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Jaya Dixit: This was like an awesome clinical experience for me, it was the first time a practitioner had taken this intersection of view of me as a patient was really.

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Jaya Dixit: validating and positive and just one of those great like research to real life moments that demonstrates.

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Jaya Dixit: Like the power of research and helping people feel that they may be know what they can expect, and it can be communicated them to them in a way that's really relevant so that's an example of you know, maybe an intersection of viewpoint.

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Jaya Dixit: And then critical theoretical and methodological approaches, so I won't touch too deeply but those will be like critical race theory those will be the kinds of.

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Jaya Dixit: frameworks that allow you to like dismantle the system in a way that recognizes the people within it, and the subgroups there in.

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Jaya Dixit: How do you get to these analyses, you need data, so if you have quantitative data kind of be dis aggregated this aggregated data is data that separated into the smallest or sorry most specific possible aspects of demography so.

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Jaya Dixit: That would be like you know that you may have data that shows.

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Jaya Dixit: participants from all the designated groups, but within the category of race, for instance, are they black or they east, west or South Asia they're.

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Jaya Dixit: Like so many ways in which that data can be further unpacked and the more specifically, you can do it, the greater the rigor and sophistication of that.

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Jaya Dixit: Of that research The other thing about data, and this is an emerging concept that I encourage you to think about to be ahead of the curve.

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Jaya Dixit: Is data management planning, so if you're working with a community that previously has had really negative or harmful experiences with research.

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Jaya Dixit: Maybe you want to consider shared data ownership or agreements and partnerships about how the data will be used the places in which it will be used this might be incredibly relevant for like narrative or storytelling data so just thinking about.

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Jaya Dixit: Data in ways that go beyond.

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Jaya Dixit: You know what it serves in the moment of the research and then finally knowledge engagement planning so i've linked here, you can see that traditional and non traditional outputs are linked i've linked to Dora the San Francisco.

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Jaya Dixit: San Francisco on research assessment what's the word i'm missing in the middle here declaration, the San Francisco declaration so that's just helping us think about what is impactful research it's got to be something more than journal articles and.

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Jaya Dixit: conferences it's got to be something that's more broad reaching who do we need to be working with to do those innovative things that are artistic creative that communicate well and that reach the people who need to be reached so.

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Jaya Dixit: that's another aspect of vdi and research design and I think we'll just touch on one last thing around design and go to the next slide and then I know people have a lot of questions i'm really happy to see them to.

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Jaya Dixit: How big of an issue is this what percentage of studies and I think caroline's answered the question in the chat here may come back to it later, but I do it's not jogging anything, in addition, for me, as well.

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Jaya Dixit: So this is just a diagram from and cirque.

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Jaya Dixit: That is from a new document they've released just here in 2021, which is linked, and this just helps, this is a great little roadmap, you can use almost like a.

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Jaya Dixit: really try to avoid the use the word checklist but i'm just going to use it, this one time and then let's pretend it never happened.

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Jaya Dixit: But you can use it as a step, like a stage by stage checklist and ask yourself to the questions include these types of considerations, does the design of the study.

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Jaya Dixit: What are the methodological approaches will my analyses be using decide, you know, will this aggregated data be reflective in like some kind of analysis or interpretation.

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Jaya Dixit: How will it be disseminated, so this is just taking some of what I was talking about earlier and putting it into those concrete research design terms.

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Jaya Dixit: Can we go to the next slide I think we have a pool, but we actually have already done this full so.

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Jaya Dixit: We have a sense that folks.

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Jaya Dixit: kind of a mix of do and don't have plans in place for vdi so I want to just really quickly make a note, because this is a really common mistake, I see, and I just wanted to start with it so alicia, this is an animated slide if we could just get the first point up.

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Jaya Dixit: An ED nice statement, this is not what we're working on we're talking about today, and he is statement is like an expression of your commitment, your intentions your investment in equity diversity inclusion, we see these in CVs.

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Jaya Dixit: Sometimes we see them on research websites, you might put them on you know your research program materials and alicia let's just the next.

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Jaya Dixit: Point is actually just an example of a statement, so this is just like I just fabricated this statement i'm committed to individual and group level practices and policies, I strive for transparency.

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Jaya Dixit: So again, this is not about this is not about those concrete and specific practices, this is about intentions and commitments.

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Jaya Dixit: So what we're talking about today Lisa we can get the next point up his plans we're talking about something that might start with a statement.

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Jaya Dixit: And like I say about Google good place to start your research, not a good place to finish your research same thing with statements it's good to start a plan with a statement, but it shouldn't be statements, all the way through.

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Jaya Dixit: The best way to express your commitment is in a plan is not with like beautiful sweeping overtures it's with specificity it's with rigor it's with intention and and that.

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Jaya Dixit: reflection of your personal context, so can we just get that little example up below, so this is just again.

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Jaya Dixit: I just kind of made these up they like, please don't use these as your own, partly because they probably do require a bit of refining as well, but I just wanted to be able to at least illustrate that distinction.

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Jaya Dixit: which is to say that in the second text here, you can see that we're talking about specific practices that recognize barriers so.

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Jaya Dixit: In this case, someone's talking about the fact that some other staff or trees have caregiving or Community responsibilities so.

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Jaya Dixit: What they learned during the pandemic is that they can actually retain some of those so that people can attend to life responsibilities and that flexibility is really working.

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Jaya Dixit: Also, some recognition that for many people finances are a barrier to to either entering or remaining in.

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Jaya Dixit: In research, and so you know i've seen lots and i've seen this in so many plans i've seen it written in so many ways that are so strong you know there's this recognition that being able to provide folks some financial.

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Jaya Dixit: Some financial stability or security.

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Jaya Dixit: People shouldn't have to choose between tuition and food, and we know that, for certain groups that is a bigger barrier than for others and then finally um.

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Jaya Dixit: You know, and I know alicia mentioned this to your field season like if your team just field work.

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Jaya Dixit: Think about the ways in which field work is accessible or inaccessible or or just small modifications, need to be made for the the kinds of things that people do in their lives.

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Jaya Dixit: Or the kinds of things they have going on, or obligations, if someone is fasting and and you have a full field day.

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Jaya Dixit: You know, can they take breaks to do what they need to do in ways that allows them to continue to participate if it's during the summer can folks put their kids in it, you know.

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Jaya Dixit: it's like you know just i'm just trying to give some examples here again without be laboring the points, but if we can add to the next slide here.

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Jaya Dixit: So how do you do this like, how do you know which practices are the right ones for you, how do you know what your team needs how just how do you do this.

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Jaya Dixit: And I when i'm lucky enough to work with a team or a researcher, I can ask them so many questions and get really curious with them and we can kind of like you know.

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Jaya Dixit: We can just pretend to be observers and interrogate the situation and its really insightful but we just don't have that luxury all the time, so here's kind of how i'm trying to offer you that.

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Jaya Dixit: That experience in a compact and accessible way so number one, and these are things that you should do both in designing.

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Jaya Dixit: Your vdi plan and in articulating it so analysis of your contacts and understanding systemic barriers so self assess step one self assess how are you doing in the context of your discipline.

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Jaya Dixit: And this is again like really just asking yourself is is and you may not have a research group, you may be an independent researcher and we'll talk a bit about how you come to this, you know, depending on the size scale all of the.

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Jaya Dixit: Variations in what a research program can look like, but you know how are you situated in this broad huge system institutionally in terms of your discipline, how are you.

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Jaya Dixit: Finding yourself, are you finding that you're able to already offer folks practices that are.

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Jaya Dixit: Addressing barriers and if not, how come.

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Jaya Dixit: And you know one One example is that a lot of the time folks say I have so many international students in my group it's so diverse, and I say is a diverse and always and also might have so many international students.

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Jaya Dixit: What is it that first led you to start recruiting students that way or once you started having international students what led you to believe that you never you know what.

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Jaya Dixit: How what kinds of biases or thoughts or you know how what legend there you know it's really the to me the EPI aspect of research is so much more liberating it's really the place to form.

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Jaya Dixit: A narrative about the culture of your space it's very much about.

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Jaya Dixit: being open to saying Oh, my goodness, this is reflected here too and guess what we can work on it really good plans show that level of problem enticing they don't aim to say boom, we have diversity nailed boom, we have inclusion nailed they're really.

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Jaya Dixit: they're quite raw about what the challenges are to be honest with you so that's step one is like understand your context there's data, you can look at which we.

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Jaya Dixit: which will link to below there's institutional data, you can look at CRC data like to come back to you, I think it was warren's question you know you can look at how, for example, you can look at how.

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Jaya Dixit: The distribution of chairs is across all groups and ask yourself if my trainees are future knowledge producers like how did these two pictures fit together like Am I setting these gurus up groups up to compete.

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Jaya Dixit: For those or Are there things that are happening in my group that might prevent that.

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Jaya Dixit: And so, like that's step, one where you can do a bit of that mapping and self assessment leads you kind of to this next step.

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Jaya Dixit: Like what do I need to know to help everyone here succeed, and you know and myself, what do we all need to know.

404
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Jaya Dixit: Is everyone's responsibility in the group, what kind of learning, do we need to do what kind of planning, do we need to do, what are the topics that are really relevant.

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Jaya Dixit: You know, for example, if you're working in research that you know we're maybe you aren't population facing but the next you know, but by your pillar to see HR, for instance.

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Jaya Dixit: You know, for three and four, there are going to be implications, where maybe gender based analysis comes in, so shouldn't you all be thinking about anti racism about feminism.

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Jaya Dixit: Thinking about who this needs to reach next, even if it doesn't seem painfully obvious you know right where you are So what are the topics that you need to know about, not only in terms of the research, but in order to support each other.

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Jaya Dixit: And then finally make the plan you know and plans can be simple, they can be one to two practices per area like you don't have to have a social revolution in your research these.

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Jaya Dixit: You just have to think about what can we do knowing what the problems are what the challenges are.

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Jaya Dixit: For four people in our sector like what can we do here, that really starts to chip away at that, what can we do moment to moment in the ways we talk to each other, what can we do in the decision making processes, we have so again i'm just.

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Jaya Dixit: just giving you a set of questions to really map how this can look for your group if you're doing this in the context of a big grant with multiple teams.

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Jaya Dixit: This is something that needs to be done in a co created way, it cannot be done by one person and it absolutely should not be done by one person from an equity deserving group that's.

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Jaya Dixit: I see that you know i've seen that and it's a very token icing and frankly kind of demeaning thing to do, so I really encourage you to think about this as being something that everyone needs to have input on.

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Jaya Dixit: i'm just going to pause for a minute because we're we have more slides but um.

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Jaya Dixit: I don't see anything new coming in the chat and I totally encourage folks to like give us a thumbs up or something if they're following, and this is helpful so far just kind of feel like i'm talking to a like a lot of boxes of squares and.

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Jaya Dixit: see if you thumbs good.

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Jaya Dixit: And if it's not if you don't have a thumb to put up or if you don't want to put a thumb up for some reason you're very welcome to tell us what we're not getting at it you're wanting to know so just a few slides to go here alicia if we can move forward.

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Jaya Dixit: Again, this is a little bit of my sort of think with a set of slides and and I just i'm just trying to draw your attention to spaces, where you may not realize, a lot of a lot of these barriers are either.

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Jaya Dixit: happening or you may have some agency and bringing them down or eliminating them.

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Jaya Dixit: Some of the obvious ones that almost all the trade Council competitions are leading you towards our recruitment mentorship and training that's where we know folks are having the most trouble with.

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Jaya Dixit: You know, essentially that sense of belonging, access to opportunities all of those things so.

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Jaya Dixit: Those are the places where the research is leading us, those are the places where the try Council agencies are leading us.

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Jaya Dixit: Now, what do you need to know to do better at those things so substantially I really encourage you to take a foundational API class.

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Jaya Dixit: It can be through the university again, we will link all of this below.

425
01:13:13.650 --> 01:13:23.250
Jaya Dixit: And then just start thinking about like what are, the more advanced topics like i'm an ETA generalist i'm not an anti racism expert i'm not an expert on many of the deeper topics.

426
01:13:23.550 --> 01:13:33.570
Jaya Dixit: But I know where i'm lacking, and I know where I need to go, and you know I have sort of a bit of a learning plan in my head for the kinds of things I need I encourage you to have the same thing.

427
01:13:34.020 --> 01:13:42.840
Jaya Dixit: and honestly the sophistication that this kind of learning brings back to the group it's just it's just so phenomenal I just can't say enough about how useful, this will be.

428
01:13:44.160 --> 01:13:53.910
Jaya Dixit: And then you know the What are those concrete moments and places where you can start to actually take the practices you learn through those kinds of workshops education.

429
01:13:54.630 --> 01:14:03.120
Jaya Dixit: resources and decision making, so, especially as P eyes, who might have big groups in La based disciplines or not.

430
01:14:03.960 --> 01:14:11.130
Jaya Dixit: You know if you have no students, right now, you may sit on supervisory or examination committees or faculty department committees.

431
01:14:11.880 --> 01:14:17.580
Jaya Dixit: You are essentially in a space where you can make decisions that have very material impact.

432
01:14:17.910 --> 01:14:34.620
Jaya Dixit: On people's careers on admissions so think about where those spaces, where i'm involved in decision making and where, can I bring an Anti racist or a feminist or D colonizing you know fence to bear on this where, can I be someone who can maybe identify a moment of.

433
01:14:35.730 --> 01:14:43.470
Jaya Dixit: bias and just pull the group back and say you know, do we look at these two candidates, the same way can we go back to the evaluation rubric like.

434
01:14:44.190 --> 01:14:56.160
Jaya Dixit: The ability to feel equipped in those spaces, is really important really foundational unless you learn them you take them with you Everywhere you go you don't just use them in one place either right access to networks so as a.

435
01:14:56.580 --> 01:15:09.330
Jaya Dixit: You know, for instance, or graduate supervisor postdoctoral supervisor, you have access to networks are you a good sponsor you know, do you shine a light on your trainees when great things happen, do you use your platforms your social media, obviously with.

436
01:15:09.690 --> 01:15:18.930
Jaya Dixit: permission from the trainees, to highlight their successes like are you really putting their excellent work out there, especially your trainees, who may come from equity deserving groups.

437
01:15:19.530 --> 01:15:26.820
Jaya Dixit: issue resolution um you know how do you resolve problems in in your space or in your programs.

438
01:15:27.480 --> 01:15:33.300
Jaya Dixit: Those are all areas that can benefit from this kind of training and then references, this is a really good one.

439
01:15:33.630 --> 01:15:38.370
Jaya Dixit: Do you know how to write a letter of reference that doesn't reproduce a lot of the gender norms and.

440
01:15:38.670 --> 01:15:46.590
Jaya Dixit: I think there's something I think it's called the Matthew effect will i'll actually add that to our references below in which we can see, you know, for example.

441
01:15:47.370 --> 01:15:52.680
Jaya Dixit: let's say we have two scientists named jack that's me i'm a woman and then there's Matthew and.

442
01:15:53.040 --> 01:16:05.400
Jaya Dixit: we've done very similar projects and our supervisors very happy with both of us and says i'm going to write you both great reference letters, except for Matthews letter says that he's a very productive scientist, you can generate you know.

443
01:16:05.820 --> 01:16:11.460
Jaya Dixit: excellent results in the lab and you know, has already published numerous publication, you know numerous things.

444
01:16:11.760 --> 01:16:23.310
Jaya Dixit: and mine says she has a great scientist and a wonderful lab this wonderful lab citizen makes everyone feel really welcome she also has some publications and should be very proud of her record, so you can see how.

445
01:16:23.970 --> 01:16:37.230
Jaya Dixit: Their practices in ways that are well studied that you can start to think about you know don't want to review my practice of letter writing a letter reading, so this is just examples of where you know, resources and decision making.

446
01:16:37.860 --> 01:16:46.200
Jaya Dixit: offer opportunities, these are all things that you can speak to in in your plans again just examples.

447
01:16:50.250 --> 01:16:55.410
Jaya Dixit: Just time I think two more slides here, and if folks have to leave that's that's okay.

448
01:16:56.970 --> 01:17:01.950
Jaya Dixit: But I am just going to cruise through that and if the numbers keep tapering that's quite alright no worries.

449
01:17:02.610 --> 01:17:12.240
Jaya Dixit: So let's just keep moving forward them so features of strong plan and i'm going to look at the questions that are popping up in the chat after if they haven't been answered features of strong plans.

450
01:17:13.200 --> 01:17:15.900
Jaya Dixit: So I think this may be an animated slide so.

451
01:17:16.500 --> 01:17:25.020
Jaya Dixit: Consistent with what we've been saying specific realistic responses responsive to the challenges stated so alicia if we can just bring up a little.

452
01:17:25.260 --> 01:17:34.470
Jaya Dixit: So here's an example of what not to do, he will encourage respectful and professional communication it shouldn't say this is an example of what not to do should say this is not a complete.

453
01:17:35.250 --> 01:17:36.960
Jaya Dixit: Action, this is not a complete.

454
01:17:37.740 --> 01:17:46.920
Jaya Dixit: You know this doesn't imply action necessarily how, how are you going to encourage respectful professional communication so here's here's how I would enhance this.

455
01:17:47.190 --> 01:17:54.480
Jaya Dixit: Our team, while diverse will be making efforts toward increasing inclusion we're going to take this workshop specifically named.

456
01:17:55.050 --> 01:17:58.110
Jaya Dixit: By specific date and then follow up in our next team meeting like.

457
01:17:59.010 --> 01:18:07.800
Jaya Dixit: Both as a person in this group and as potentially a reviewer it's really clear to me that the commit that that that the statement of commitment is matched.

458
01:18:07.980 --> 01:18:13.530
Jaya Dixit: By some action So these are just some you know again an example so in other feature.

459
01:18:13.800 --> 01:18:23.760
Jaya Dixit: alicia The next point here results oriented, so I think you know researchers are great about thinking about things in terms of like measurability and visibility and.

460
01:18:24.180 --> 01:18:28.860
Jaya Dixit: You know how does this materialize so results oriented and practical.

461
01:18:29.250 --> 01:18:41.610
Jaya Dixit: alicia let's just show the example of maybe something that's not very strong yet will ensure that all team team Members feel encouraged and able to reach their full potential, again I have so many questions how when why where.

462
01:18:42.630 --> 01:18:46.800
Jaya Dixit: And so here would be a revision to that so.

463
01:18:48.720 --> 01:18:54.630
Jaya Dixit: We will establish a dedicated space on the team website to advertise all opportunities for publications.

464
01:18:55.590 --> 01:19:05.520
Jaya Dixit: And i'm sorry because of the transcript and having trouble seeing the bottom of my screen here and also again going back to my example giving external visibility to the accomplishments of TEAM members So these are.

465
01:19:06.060 --> 01:19:13.860
Jaya Dixit: And i'm not you know where Am I getting all these practices from if you're wondering like where's this repertoire it doesn't exist in my head it actually is.

466
01:19:14.370 --> 01:19:19.020
Jaya Dixit: Probably the best place to find it is in that first guide that we linked in the chat, and that is.

467
01:19:19.380 --> 01:19:27.000
Jaya Dixit: referenced throughout this presentation new frontiers and research fund, which is the competition with, I would say the most rigorous vdi requirements.

468
01:19:27.240 --> 01:19:37.560
Jaya Dixit: also provides this excellent set of practices research informed evidence based broken down by area recruitment mentoring and I strongly suggest that everyone here.

469
01:19:38.220 --> 01:19:55.200
Jaya Dixit: book market and consultant regularly, and I have seen it be updated as well, so I think we just were we on our last slide here we're very close alicia let's just move on, so a few last kind of comments don't do it all do it well, and do it to scale.

470
01:19:56.280 --> 01:20:05.370
Jaya Dixit: And I think this is so important, the number of times i've seen in particular, like a create application or something that is a training sort of type grant.

471
01:20:05.640 --> 01:20:23.130
Jaya Dixit: That just throws everything at the application is a very overwhelming to read is not accommodating for the viewer but, be it is totally impossible so really commit to those actions that makes sense for your group, so you know in this example i'm talking about.

472
01:20:24.570 --> 01:20:31.440
Jaya Dixit: You know, as an applicant i'm talking about how i've learned that the representation of equity deserving groups.

473
01:20:31.770 --> 01:20:42.780
Jaya Dixit: begins to significantly taper at the graduate level and so i'm thinking about as a graduate supervisor and someone who's on committees i'm thinking about how i'm going to review my practice of letter writing.

474
01:20:44.040 --> 01:20:50.040
Jaya Dixit: And how i'm going to ensure that my own students committees are diverse Lee populated when possible so.

475
01:20:51.150 --> 01:20:58.290
Jaya Dixit: Again, like this is this might be someone with a really small research program one or two students but they're active in supervision in other ways, so.

476
01:20:58.560 --> 01:21:08.790
Jaya Dixit: Think more broadly than just who you're with you know kind of in the small space, think about the spaces in which all the spaces in which you are, you can even knock them and ask yourself.

477
01:21:10.290 --> 01:21:26.550
Jaya Dixit: All right, alicia Thank you you're doing such an awesome job with me here so we'll just touch on the don'ts and that's that's kind of that so common issues to avoid the don'ts and honestly from this third section, if you can only take one don't it's going to be this please.

478
01:21:27.570 --> 01:21:40.080
Jaya Dixit: I implore you don't engage in what we've heard referred to as demographic accounting do not enumerate the diversity of your team in the attempt to describe it.

479
01:21:40.440 --> 01:21:50.610
Jaya Dixit: and, more importantly, please do not ever ask your team members for self identifying information so i'm going to pause because i'm going to tell you exactly what people say to me next they say.

480
01:21:51.300 --> 01:22:01.860
Jaya Dixit: How can I say my team is diverse if I can't describe them and that's where it will bring you back to the the order of the letters he D and I.

481
01:22:02.490 --> 01:22:14.880
Jaya Dixit: it's about starting from where you are if part if you're on if you're if you're assembling a team for a CSI grant or some you know something in which you have some.

482
01:22:15.570 --> 01:22:23.880
Jaya Dixit: Some ability to control who's there since they control but, but that it can be a Co creative process that this team comes together through conscious decision making.

483
01:22:24.210 --> 01:22:32.790
Jaya Dixit: Yes, I really implore you to seek those diverse viewpoints identities and disciplines, but not everyone's in that situation.

484
01:22:33.090 --> 01:22:39.210
Jaya Dixit: For many people, their team may not, you know they may have a few students will move on a little bit they may have a small team of staff.

485
01:22:39.930 --> 01:22:48.960
Jaya Dixit: You know, or maybe even smaller, yet you don't have to ask the The key thing with diversity is like please don't reduce it down to a checkbox.

486
01:22:49.320 --> 01:22:58.350
Jaya Dixit: But amplify it up to like how are those things going to benefit the space, so if we can go to the next point alicia.

487
01:22:59.310 --> 01:23:09.300
Jaya Dixit: Where i'd encourage you to focus is now, you can say that your team is or isn't diverse and, in many cases, having the most diverse team like it's not a race.

488
01:23:09.780 --> 01:23:20.760
Jaya Dixit: or a competition to win at that, like you know in some of those smaller grants, in particular, but maybe be able to understand identify and speak to some of the choices are biases that may be in play.

489
01:23:21.120 --> 01:23:25.950
Jaya Dixit: and focus on what does that diversity lead to or result in.

490
01:23:26.520 --> 01:23:40.140
Jaya Dixit: Diversity without inclusion and equity, we know and the research shows is incredibly harmful to everyone in the space So what are the practices needed to ensure everyone can participate if you haven't already very diverse group.

491
01:23:40.710 --> 01:23:44.880
Jaya Dixit: Can everyone have equal influence can everyone participate in scholarly discourse.

492
01:23:45.330 --> 01:23:51.510
Jaya Dixit: And if you're not sure, and you have a big enough group, you can survey them, you can give them the opportunity to give you that feedback.

493
01:23:51.870 --> 01:24:04.560
Jaya Dixit: But please don't describe your team in terms if whenever i'm going to say at rsl at research services when we receive an application and we get this tally sheet, you know we immediately flag that to the researcher and say.

494
01:24:04.860 --> 01:24:08.070
Jaya Dixit: And, in some cases like with n for us they've told us like.

495
01:24:08.490 --> 01:24:20.340
Jaya Dixit: Do not like it's very explicit in their applications do not provide any identifying information so wherever possible will steer you away from that and encourage you to describe diversity, both in different ways, and in terms of.

496
01:24:20.790 --> 01:24:25.890
Jaya Dixit: You know, will ask you to lengthen the line where does that lead to what does that mean, why is that important.

497
01:24:27.210 --> 01:24:37.410
Jaya Dixit: Next don't then we've talked about this already tone a lot lengthy overtures or grandparents, like the space and the grant is so precious.

498
01:24:37.800 --> 01:24:53.760
Jaya Dixit: i'm not a concise person, so I mean I would totally struggle with this myself but use that precious space to talk about those specific practices, you only need to have one or two statements of commitment to show that you're you're in this for real.

499
01:24:55.410 --> 01:25:02.370
Jaya Dixit: So use that space for what it's more useful for and what makes you a probably a better researcher and be a more competitive candidate.

500
01:25:03.960 --> 01:25:14.790
Jaya Dixit: yep so demonstrate that you've researched and understood the profile of your discipline and institution and you've selected broad based practices that are responsive to the challenges of your area yep okay last couple here.

501
01:25:16.380 --> 01:25:19.980
Jaya Dixit: don't be vague or stray from state stating the challenges.

502
01:25:20.460 --> 01:25:28.320
Jaya Dixit: um it's when you when we read a plan and it, it seems to just have it all figured out like it always raises a bit of an eyebrow for me.

503
01:25:28.650 --> 01:25:42.690
Jaya Dixit: I I would really I really relish the task of reviewing a plan that is comfortable to problem at eyes, both in its own context and in a broader context and say it is really difficult.

504
01:25:43.710 --> 01:25:53.880
Jaya Dixit: You know it's really difficult to do X or we're not sure how we're going to do it, but here's what we're going to try or we're aware that this is a problem in our discipline and we're really consciously trying to change it so.

505
01:25:54.270 --> 01:26:06.930
Jaya Dixit: Can we alicia just get the the instead point so teach three or something about your research program and space and the concrete, specific actions you're taking to reduce those barriers are relevant barriers so.

506
01:26:07.470 --> 01:26:18.660
Jaya Dixit: I think a really good application, while to go back to the first point does not give you a demographic breakdown does tell the reviewer just something about your space.

507
01:26:19.770 --> 01:26:29.040
Jaya Dixit: Like the reader should learn something about maybe not you personally, but it should learn something about your approach and your commitment and the novelties of it.

508
01:26:29.610 --> 01:26:45.780
Jaya Dixit: So don't be afraid to write yourself into that as well on scene, I think it's on DG applications just crepe first person content that says, I you know I did not come up in a research culture that encouraged X y&z.

509
01:26:46.590 --> 01:26:57.060
Jaya Dixit: And so i'm a beginner alongside my students and I realized that it's possible that i'm going to find you know a lot of my practices need to change, and I just find that level of realness.

510
01:26:57.930 --> 01:27:07.770
Jaya Dixit: Which which really can't extend and very many other aspects of you know, a grant, is it really makes the vdi section shine.

511
01:27:10.620 --> 01:27:19.080
Jaya Dixit: And don't try to incorporate the maximum yes please don't have a kitchen sink approach because it's going to be impossible to sustain There is one exception which i'll get two minutes SEC.

512
01:27:20.010 --> 01:27:33.960
Jaya Dixit: alicia can we get the instead yeah just focus on a few things get great at those things, then when you are great at those things, and you know that your students your trainees your participants are really thriving as a result of those choices.

513
01:27:34.800 --> 01:27:44.160
Jaya Dixit: First of all, report them back, and second, of all like shine a light on them if your lab has a strong anti racist stance put that on your web page and know that the.

514
01:27:44.430 --> 01:27:58.410
Jaya Dixit: Excellent students, the excellent candidates who may have written off Calgary as being maybe a difficult place to live for them are going to see that there are really high quality research spaces in which they can feel welcome and belong.

515
01:28:00.480 --> 01:28:08.340
Jaya Dixit: And if we go to the last one, and I know I have a thought to add tonight don't reduce your discussion of diversity of gender diversity yeah This is just another piece around diversity.

516
01:28:09.030 --> 01:28:17.790
Jaya Dixit: Gender diversity is the most established type of diversity in in academia, but within gender diversity again intersection only.

517
01:28:18.630 --> 01:28:28.830
Jaya Dixit: White women are the most representative women, if we look at that group in particular, but it does that that does not extend to women of other intersects with other intersecting identities.

518
01:28:30.330 --> 01:28:40.500
Jaya Dixit: And so you shouldn't talk only about gender balance or gender parity that's a really reductive approach to diversity, think about all of the groups, all the equity deserving groups that.

519
01:28:40.830 --> 01:28:52.980
Jaya Dixit: are listed in that definition and you don't have to address every single one of them, but have them in mind and that one exception to know that don't try to incorporate the maximum number.

520
01:28:55.170 --> 01:29:02.700
Jaya Dixit: I wouldn't say it's an exception, but if you are applying for a huge program $26 million or see frat for something.

521
01:29:03.240 --> 01:29:12.990
Jaya Dixit: These are areas in which you should write vdi into your budget if it's really important, it will require administrative efforts will require training, you may be bringing in specialized.

522
01:29:13.830 --> 01:29:23.250
Jaya Dixit: educators write it into the budget work with your research administrators and facilitators to understand how and where it fits but don't be afraid to resource it well.

523
01:29:23.550 --> 01:29:31.350
Jaya Dixit: And that's a really strong statement of commitment is to say, you know we have to have space in the budget to do this at this scale.

524
01:29:32.490 --> 01:29:37.770
Jaya Dixit: Already, so I think I covered all of the don'ts and.

525
01:29:39.810 --> 01:29:48.840
Jaya Dixit: alicia I think the last slide is with with well i'm gonna marry sorry speaks to it, but it is really from the perspective of my my colleagues who.

526
01:29:49.800 --> 01:29:57.840
Jaya Dixit: are much more experienced than me actually in reviewing and shepherding folks through this, I may have a little like a touch more depth, but they certainly have been doing it longer.

527
01:29:59.130 --> 01:30:00.960
Jaya Dixit: And we all agree on these key points.

528
01:30:02.280 --> 01:30:13.440
Jaya Dixit: If you have given EPI planning do time care do time care and practice, it should take you a little while and if your first time encountering it is in the application it's.

529
01:30:14.250 --> 01:30:26.850
Jaya Dixit: really clear to the reviewer so give yourself time if you're in kind of the offseason right now the perfect time to like bump up that learning talk to the folks on your team figure out what you want to do take some leadership.

530
01:30:27.390 --> 01:30:43.590
Jaya Dixit: volunteer as a try Council reviewer and then come back and share your wisdom, this would be wonderful this was emma's idea i'm so happy she suggested it and I see folks signing off, thank you for coming i'm sorry we're over a little bit, but again last point here.

531
01:30:44.970 --> 01:30:53.610
Jaya Dixit: take advantage of the opportunities for detailed reviews, so my colleagues in the faculties and our colleagues here in our so.

532
01:30:54.720 --> 01:30:57.810
Jaya Dixit: Often, will be able to offer you these initial.

533
01:30:58.860 --> 01:31:13.740
Jaya Dixit: Look, through your applications at various stages and I so strongly encourage you to take them up on that is really, really challenging for us to both Th E di n comment on the content all at once.

534
01:31:15.060 --> 01:31:24.240
Jaya Dixit: You know very late in the game so take advantage of those opportunities, and please reach out there's literally like a whole village of people here to help, I think.

535
01:31:25.020 --> 01:31:39.420
Jaya Dixit: that's it, I just want to get to our acknowledgments and then we've pretty much wrapped up so many people have helped us put together this workshop it's been like a Labor of a lot of love so Dr Kirsten X all our our.

536
01:31:39.780 --> 01:31:52.920
Jaya Dixit: director and institutional programs division really supported us in kind of the crazy idea to put this together on a shoestring timeline and gave me lots of guidance Dr Melinda Smith, who.

537
01:31:53.790 --> 01:32:06.690
Jaya Dixit: gave me a big slice of time and talk through what we need to do to really set researchers up for success and I can't thank her enough for her mentorship office of research services or external grants institutional.

538
01:32:07.590 --> 01:32:17.460
Jaya Dixit: programs divisions teams who gave us input and feedback are our support reviewers who we reached out to for some wisdom, which is.

539
01:32:18.510 --> 01:32:26.100
Jaya Dixit: reflected in this presentation and then our research facilitators and our so colleagues who have supported us.

540
01:32:26.610 --> 01:32:33.390
Jaya Dixit: With some chat back up here who are so knowledgeable and part of this like big ecosystem Thank you all so much.

541
01:32:33.840 --> 01:32:42.840
Jaya Dixit: I see there are 21 unread messages on my chat which I haven't looked at, and I will in just a moment, and if you want to stick around, and you have an unanswered question.

542
01:32:43.260 --> 01:32:49.350
Jaya Dixit: i'm certainly here for a few more minutes if you have to run, of course we understand and we're so thankful for your time.

543
01:32:50.460 --> 01:32:55.170
Jaya Dixit: Please give a big round of applause to all the people in the acknowledgement and my awesome co facilitators.

544
01:32:56.280 --> 01:33:05.520
Jaya Dixit: They have all been just so instrumental in pulling this together, I just can't speak highly enough for everyone who's working really hard to make this research community.

545
01:33:06.840 --> 01:33:09.810
Jaya Dixit: And even better, every day, and it does really take.

546
01:33:11.190 --> 01:33:23.670
Jaya Dixit: A monumental effort so Thank you everyone, we will take into consideration what's in the chat in terms of what we can add to the deck that we supply to everyone and it's just been so great, to share the space with you all.

547
01:33:24.360 --> 01:33:28.710
Jaya Dixit: And again i'm sticking around for sure if you have questions or want to chat i'd love to hear from you.

548
01:33:32.820 --> 01:33:33.180
Jaya Dixit: hey.

549
01:33:33.300 --> 01:33:36.330
Caroline Morrison: jack there are a few questions in the chat.

550
01:33:36.360 --> 01:33:48.990
Caroline Morrison: One of them that I think was interesting and I have no way to answer our new idea how to answer it is if it would be possible to offer higher stipends, for example, to trainees from equity deserving groups.

551
01:33:50.220 --> 01:33:52.260
Caroline Morrison: and possible advised.

552
01:33:53.430 --> 01:33:54.480
Caroline Morrison: That sort of discussion.

553
01:33:57.150 --> 01:33:58.740
Jaya Dixit: That is such a great question.

554
01:33:59.700 --> 01:34:14.790
Jaya Dixit: So I have to honestly say i'm not sure that i'm equipped to answer it, but I think we can look at where there may be some examples that either set precedence or offer wisdom, so one thing we know is that there are.

555
01:34:16.620 --> 01:34:35.520
Jaya Dixit: A growing number of scholarships and awards that are specifically intended for students and trainees from equity deserving groups at the graduate level, we hope to see them at the post doctoral level and so it's possible that in alignment with those types of things.

556
01:34:37.530 --> 01:34:45.540
Jaya Dixit: That you could do that I can see many reasons, so I think it would be a great practice, there may be just some.

557
01:34:46.770 --> 01:35:00.090
Jaya Dixit: Some other pieces that need to be considered if I can find out who's question this is me did see a pop up can we get back to you on that, and we can include it as a specific point in the deck we circulate, I think it is.

558
01:35:01.980 --> 01:35:08.040
Jaya Dixit: I think the tricky thing is that we don't always know how folks identified in, for instance.

559
01:35:09.930 --> 01:35:20.010
Jaya Dixit: As graduate students like we have ways of how do we get to that how we get to that information is difficult, without asking people to tell us.

560
01:35:20.700 --> 01:35:28.800
Jaya Dixit: Though making assumptions, so that that is the challenge and the thing you can do is increase the benchmark across trees recognizing that it will.

561
01:35:29.940 --> 01:35:35.430
Jaya Dixit: It will, if known attract folks who who may see that it's a barrier.

562
01:35:36.750 --> 01:35:53.550
Caroline Morrison: One of one of the other things I thought might relate to, that is, and I think you mentioned this, I can't remember now, but the equity tax that can often exist on people from equity deserving groups on teams and so recognizing.

563
01:35:54.570 --> 01:36:03.240
Caroline Morrison: additional contributions that are sometimes requested from members of equity equity deserving groups and recognizing that financially if you're asking some people.

564
01:36:03.540 --> 01:36:05.460
Caroline Morrison: To do more mentorship more committed.

565
01:36:05.490 --> 01:36:11.550
Caroline Morrison: Committee your service work that might be an opportunity, but it's not it's not a question.

566
01:36:12.540 --> 01:36:17.370
Jaya Dixit: But I think Caroline the underpinning thing because not everyone has money right like that's The other thing.

567
01:36:17.520 --> 01:36:26.250
Jaya Dixit: Some groups have some researchers have money some researchers have a little more time like everyone's got a really different set of resources, some researchers have visibility reputation.

568
01:36:27.870 --> 01:36:34.740
Jaya Dixit: And I think you know again so that equity tax in case you're not familiar with that term is you know the notion that.

569
01:36:35.880 --> 01:36:47.100
Jaya Dixit: researchers, students members and the research community from equity deserving groups are often asked to be that person who helps increase the diversity on a committee or will be, can be tasked with extra things.

570
01:36:47.400 --> 01:36:54.540
Jaya Dixit: including also the expectation that they can speak representative waiting for all other equity deserving people, which is frankly impossible.

571
01:36:54.960 --> 01:37:05.400
Jaya Dixit: But um you know, we have heard this frame just to say what can I take off your plate to make X possible, if you want to sit on this committee because it's an awesome leadership opportunity.

572
01:37:05.820 --> 01:37:16.440
Jaya Dixit: No, I don't have money to give you know we can't you know that might not be a money question but it might be the questions about like other opportunities or other things available to.

573
01:37:16.890 --> 01:37:20.580
Jaya Dixit: You know, to make things possible sometimes it's like the game of.

574
01:37:21.540 --> 01:37:24.120
Jaya Dixit: I don't know if it's tetris it's not it's not quite tetris.

575
01:37:24.450 --> 01:37:33.150
Jaya Dixit: But you know it's a game of moving pieces and figuring out, you know what is the cost to this person and what can we offer, what do you need sometimes they'll say.

576
01:37:33.450 --> 01:37:43.620
Jaya Dixit: wow someone could really help me with my admin I could my all my administration, I could actually mentor a few more black students as a black scholar, or you know so again um.

577
01:37:44.220 --> 01:38:00.390
Jaya Dixit: yeah maybe just that, at the one hour and 40 mark my brains not firing quite as well, but, but these are like we're going to make note of these questions and come back to them again there's research speaks to this maybe if we can find a few things to link to that would be great.

578
01:38:03.120 --> 01:38:08.820
Caroline Morrison: Right, I thought it Belinda had a question or sorry it looks like she's taking her hand down.

579
01:38:09.060 --> 01:38:13.740
Belinda Heyne: ya know I had a question and I don't know like a camera yes.

580
01:38:14.790 --> 01:38:22.680
Belinda Heyne: What I have noticed and it's um it's simply by based simple reflection on through like the lines and it's.

581
01:38:24.090 --> 01:38:35.190
Belinda Heyne: Really, in particular for the answer DG I find that there is a almost a disconnect that is going to kind of like.

582
01:38:35.700 --> 01:38:40.080
Belinda Heyne: How do we change the culture, because what i'm finding is the disconnect between.

583
01:38:40.470 --> 01:38:49.620
Belinda Heyne: You have to establish your API plan you have to establish like here are all the action is i'm taking in order to improve ED I because for me it's something which is very important.

584
01:38:50.250 --> 01:38:57.840
Belinda Heyne: But then, you do have a beautiful section, which is saying now we are going to judge you on your student contribution, and you have to list.

585
01:38:58.290 --> 01:39:12.120
Belinda Heyne: All the scholarship that they have all of this and that and and I think that this is not going to allow people to change the culture, because we do have fantastic equity deserving group.

586
01:39:12.600 --> 01:39:19.830
Belinda Heyne: Who could go towards graduate school which we might not take because they are not fitting in the mold of.

587
01:39:20.220 --> 01:39:22.590
Belinda Heyne: The student who was going to bring me.

588
01:39:23.940 --> 01:39:31.830
Belinda Heyne: All that things because they won't be eligible for scholarship or they won't have access to go, like the mind will be able to.

589
01:39:32.340 --> 01:39:41.580
Belinda Heyne: attend as many conferences than someone else, even though you're giving them like that opportunity for personal reason they can necessarily travel.

590
01:39:41.940 --> 01:39:53.640
Belinda Heyne: And so it feels like there is a disconnect between like what they are trying to tell you like, because we have really that and they say list that the number of a word, the number of this, the number of that.

591
01:39:53.940 --> 01:40:04.230
Belinda Heyne: And then might be a disconnect with some of the the effort that some people are trying to implement to in order to have a more diverse and equitable environment.

592
01:40:04.890 --> 01:40:15.750
Belinda Heyne: for everyone So how do we address that and how do we make sure that we really have a change in culture, which is as well encompassed by the try agencies and then just a checkbox.

593
01:40:17.460 --> 01:40:21.030
Jaya Dixit: I mean I the way you articulated that was so.

594
01:40:21.720 --> 01:40:39.810
Jaya Dixit: astute and so honestly insightful remember i'm not an applicant, so I don't see all sections either, but I think what you're speaking to, and I think this is exactly where we will see having this centralized effort toward ei.

595
01:40:41.070 --> 01:40:46.530
Jaya Dixit: Not only in our institution, but in other like the pieces have to really start talking to each other, which is, I think.

596
01:40:47.250 --> 01:40:58.740
Jaya Dixit: You know, things like how institutions will implement Dora how the tri Council will start to say you know, over time, like.

597
01:40:59.730 --> 01:41:09.240
Jaya Dixit: include non traditional research accomplishments or inputs, but I think there are still efficient early stage that I think everyone has really latched on to the kind of.

598
01:41:09.990 --> 01:41:22.050
Jaya Dixit: first and obvious areas in which they want to see commitment but i'm hoping i'm hopeful i'm quite optimistic that as that research itself evolves.

599
01:41:22.440 --> 01:41:31.500
Jaya Dixit: And, as these declarations and charters and action plans evolve, we will start to see those linkages form but you're right at the moment.

600
01:41:31.920 --> 01:41:44.850
Jaya Dixit: There is like a lot of pressure the pressure is still more on people than it is on structures and policies and over time that's a big piece of vdi and you know sort of social movements and cultural changes.

601
01:41:45.180 --> 01:41:57.090
Jaya Dixit: You know that the structure is the last to change, and so the assumption still carry through like great you have any di plant, but we still assume that you're recruiting in a certain way looking for certain things and reproducing certain aspects of the model.

602
01:41:57.180 --> 01:42:01.350
Belinda Heyne: yeah, and this is where like I think there is a disconnect because you can write an amazing plan then you're not.

603
01:42:01.350 --> 01:42:01.710
Jaya Dixit: going to.

604
01:42:01.770 --> 01:42:12.150
Belinda Heyne: act upon it's because your plan like, if you want it to continue being successful as a researcher you're kind of forced off not acting on your plan, because then you're going to be like hey.

605
01:42:12.720 --> 01:42:21.480
Belinda Heyne: They want me to have like 25 students how all half half scholarship all and I know from the people who are reviewing this is what they're looking at while.

606
01:42:22.080 --> 01:42:35.520
Belinda Heyne: No, I have those amazing researcher they're not eligible, but they are still amazing and they're still doing amazing things and I want to recruit them and so it's kind of like I feel that, like a lot of people might be writing plan.

607
01:42:36.180 --> 01:42:47.340
Belinda Heyne: or statement let's put it this way, but then, how do we make sure that they are truly implemented to a change in action sorry that's completely they're going.

608
01:42:47.430 --> 01:42:48.630
Jaya Dixit: All right, what is.

609
01:42:48.690 --> 01:42:49.140
Jaya Dixit: It is.

610
01:42:49.230 --> 01:42:51.240
Jaya Dixit: The central question right like.

611
01:42:53.130 --> 01:43:00.990
Jaya Dixit: Are you successful researcher, because you write a great plan or are you successful researcher, because you can do with the you can implement the plan.

612
01:43:01.380 --> 01:43:18.240
Jaya Dixit: And that would be true for any other aspect of the proposal and so why should it not be true for that aspect of the proposal and and I don't have an answer and i'm currently discouraged I think of that as well, but but you're right, and I think it's just.

613
01:43:19.470 --> 01:43:27.180
Jaya Dixit: The one thing we don't have an accelerator, for the time it will take for the pieces to come together So yes, I don't have.

614
01:43:27.690 --> 01:43:38.100
Jaya Dixit: A satisfying response to that, other than to say I think you're highlighting something really important, and I really appreciate it coming to life and also just kind of turn off the recording at this stage in case some.

615
01:43:38.310 --> 01:43:46.620
Belinda Heyne: Thank you so much, and i'm sorry that I took up sometimes I think I will try to very slowly say to save a sage over and over and over and maybe tomorrow.