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Timeline


Timeline

Phase one:

● Present and share results of EDI exercise and EDI strategy with staff, committees and directors.
● Publish and socialize recommendations and EDI strategy with ArcticNet members and partners, and solicit feedback, review and tailor approach as needed.
● Select EDI and culturally safety training options for directors, staff and committees.
● Share the provided recommended courses and reading materials across the Network.
● Conduct a communications audit to ensure all channels and events have equitable representation of diverse members and that content reflects the goals of this plan.
● Continue to amplify North by North results and outcomes.
● Begin to work on a progressive succession and mentorship plan to address representation challenges, engage organizations and experts for advice.
● Explore ways to have Indigenous/Northern led evaluations of programs and activities.
● Create key performance indicators for each EDI Strategy goal.
● Create metrics for each goal.
● Establish necessary resources and budget requirements; create an operational plan.

Phase two:

  • Create time on all committee and board meetings to review EDI goals and progress.
  • Create EDI review process for selection criteria for research funding.
  • Create an international working group and public statement to address safety issues in scientific fieldwork.
  • Implement recommendations for Annual Meeting.
  • Work on implementing activities that demonstrate active allyship for Canada’s Northern peoples and communities.
  • Explore ways to support Inuit, Metis or First Nations businesses.
  • Conduct quarterly review of formal complaints and negative experiences and take action where required and possible.
  • Draft an approach for Indigenous/Northern led evaluations of programs and activities.
  • Continue to establish succession plans, identify upcoming vacancies and expand candidate selection efforts to purposefully engage new diverse candidates, expand professional networks to work with diverse associations and organizations.

Phase three:

  • Begin work with international partners to establish a fieldwork code of conduct and consider establishing third party reporting mechanisms.
  • Explore cultural mentorship options and scan the Network for best practices.
  • Create an annual awards program based on EDI goals.
  • Promote selected allyship activity.
  • Pilot Indigenous/Northern led evaluations of programs and activities.
  • Create incentives and awards for research projects that are co-designed with Northern communities, fully embrace traditional knowledge, and answer science questions that are valuable to Northern communities.
  • Review succession planning efforts, explore the option of having an EDI expert observe candidate selection process to mitigate bias.
  • Track and measure who has completed EDI training, ensure directors, committee members and staff have completed training.

Phase four:

  • Measure impact and survey membership to assess progress.
  • Conduct formal Indigenous/Inuit led evaluation of programs and activities. Implement approaches that support the recommendations of the evaluation.
  • Assess ongoing EDI training requirements; continue to share stories that amplify diversity and novel approaches to co-designed research.
  • Review metrics and Key Performance Indicators to ensure they align with new member survey results.
  • Publish EDI progress reports and review strategy effectiveness annually.
  • Review demographics and diverse representation and create targeting initiatives supporting equitable inclusion of diverse members.
  • Work with community leaders to further explore training and cultural exchange opportunities.