ArcticNet is renewing its commitment to improving equity, diversity and inclusion (EDI) within the Network. This report outlines recommendations that are specific to areas where ArcticNet can have influence to measurably improve the experiences of its diverse membership and partners.
There is an indisputable body of evidence proving diverse and inclusive teams produce better, more creative and innovative science. This strategy is also motivated by ArcticNet leadership’s desire to share in the responsibility to promote positive change and cultural inclusion within its Network. It recognizes that the existence of systemic racism against racialized and Indigenous People, the impacts of colonialism in Canada, anti-2SLGBTQ+ discrimination, discrimination based on disabilities, gender inequality and any combination of these is limiting the full participation of many of ArcticNet ’s members and partners.
This EDI strategy attempts to move beyond inefficient checklists and small policy changes that do not lead to measurable results and lasting transformative changes. This strategy sets a working, evolving framework for continuous improvement that amplifies the contribution and improves the experiences of diverse members of the network.
Exploratory analytical approaches have been used to inform this strategy.
In September 2020, a survey was shared with ArcticNet members to estimate their sense of belonging and empowerment as well as their perceptions on career progression. More than 100 members participated to the survey, of which almost 40% where Principal Investigators (Collaborators=9%, PDF=5%, Students=31%, Research staff=10%, Other=7%), 74% were White (Racialized=13%, Inuit, Métis, First Nations=13%), and 53% where Women (Male=43%, Other=4%). Interviews (n=10) have been conducted with a small number of ArcticNet members. In this cohort there was a mix of backgrounds, age group, gender, and sexual orientation.
We are aware continuous efforts should be done to give a voice to the more marginalized groups and we are committed to hear and include their concerns in this strategy.
Data analysis were incorporated as well as applying the latest best practices in equity, diversity and inclusion. This was completed with the aim of identifying challenges and gaps related to diversity, equity and inclusion.
Within-group, between-group, and group-to-overall quantitative analysis, as well as thematic qualitative analysis of written comments and interviews provided insights related to ArcticNet’s diversity profile and inclusion experience.
Recommendations in this report are based on these findings of ArcticNet’s Equity Diversity and Inclusion Report as well as on relevant studies. This report endeavours to provide a strategy and framework that acknowledge past and current realities, and builds on past successes and on best practices. The report aims to provide strategies to grow ArcticNet’s members’ sense of belonging, promote equitable approaches and opportunities, and address barriers and inequities. More details as well as a complete list of survey questions are available in the Survey Report [add link to the report].
Getting a perfect overview of potential discriminations among a network of research is not an easy task. We acknowledge we have not listed or heard all problematic situations, but we are committed to continue our work to make the network as inclusive as possible.