Equity, Diversity, and Inclusion Strategy

A concerted approach within the research ecosystem is paramount.

It is important to ensure coherence between the actions of the FRQ, the federal granting agencies and the higher education institutions with respect to EDI. In addition, these actions must take into account the work of researchers and students who have long advocated for EDI within the research community. Collaboration and dialogue will be essential to achieve the systemic changes that a real culture shift entails.

Diversity is broad and intersectional.

The FRQ have a broad vision of diversity, which includes, but is not limited to, gender, disability, Indigenous identity, being part of a racialized group, ethnic origin, sexual orientation, religion, age, language, parenthood, immigration, geographic location, and socioeconomic status.

Additionally, EDI actions must be part of an intersectional approach, i.e., one that takes into account interactions between the multiple forms of discrimination (linked to racism, to sexism, or to homophobia, for instance) or privilege that an individual may experience.

EDI objectives go far beyond diversity statistics.

In order to avoid the tokenism of underrepresented groups, efforts must be directed not only at diversity, but also at equitable and inclusive practices.

The principles of EDI should be integrated in all aspects of research.

Every step of the research process must be equitable and inclusive and take diversity into account. For the FRQ, this applies to program development and management, and to the evaluation of funding applications. For the community, this applies to the creation of research teams; the training and mentoring of the next generation of researchers; the formulation of research questions and choice of methodological approach, where relevant; the planning and execution of projects, including fieldwork; and the interpretation and dissemination of results to a relevant target audience.