This page provides information on Canada Research Chair (CRC) opportunities at the University of Toronto (U of T); describes the administration and management of CRCs at U of T; and outlines University initiatives to increase the representation among our cohort of chairholders of members of the four designated groups, as defined by the Employment Equity Act (women, Indigenous peoples, persons with disabilities and members of visible minorities), as well as those who identify as trans, non-binary or Two-Spirit. These initiatives align with the CRC Program’s Equity, Diversity and Inclusion Requirements and Practices.
Key Resources
- U of T CRC Opportunities
- 2022 Canada Excellence Research Chairs Opportunities
- U of T’s Equity, Diversity and Inclusion Action Plan
- Statement of Equity, Diversity and Excellence
- About U of T’s CRCs
- Contact Us
- Concerns related to Equity, Diversity and Inclusion at U of T
- Links to the U of T Affiliated Hospitals
- U of T Guide to Canada Research Chairs Nominations and Renewals
- U of T December 2029 Equity Target Plan
- 2023 CRC EDI Workshop Report
- 2023 CRC Institutional EDI Action Plan & Stipend Report
- 2022 CRC Institutional EDI Action Plan & Stipend Report
- 2021 CRC Institutional EDI Action Plan & Stipend Report
- 2018 CRC Institutional EDI Action Plan Progress Report
For more information about the Program’s commitments to equity, diversity and inclusion, please consult the following:
The University of Toronto is strongly committed to equity, diversity and inclusion, as stated in our institutional Statement of Equity, Diversity and Excellence excerpted below.
At the University of Toronto, we strive to be an equitable and inclusive community, rich with diversity, protecting the human rights of all persons, and based upon understanding and mutual respect for the dignity and worth of every person. We seek to ensure to the greatest extent possible that all students and employees enjoy the opportunity to participate as they see fit in the full range of activities that the University offers, and to achieve their full potential as members of the University community.
We will proactively seek to increase diversity among our community members, and it is our aim to have a student body and teaching and administrative staffs that mirror the diversity of the pool of potential qualified applicants for those positions.
We believe that excellence flourishes in an environment that embraces the broadest range of people, that helps them to achieve their full potential, that facilitates the free expression of their diverse perspectives through respectful discourse, and in which high standards are maintained for students and staff alike. An equitable and inclusive working and learning environment creates the conditions for our diverse staff and student body to maximize their creativity and their contributions, thereby supporting excellence in all dimensions of the institution.
The University has developed an Equity, Diversity and Inclusion Action Plan to both increase the number of Canada Research Chairs from the four designated groups and gender minorities, and to develop procedures and initiatives that enable the university community to work towards our shared responsibility to create an inclusive and equitable environment to conduct world-class research.
The Equity, Diversity and Inclusion Action Plan was developed in consultation with the affiliated hospitals (Toronto Academic Health Science Network Research Committee), senior university leadership, divisional leaders (Principals, Deans, Academic Directors and Chairs – PDAD&C) and relevant groups within the university community including the VPRI Equity and Diversity in Research and Innovation Working Group (EDRI), the Research Advisory Board (RAB) and the Institutional Research Leaders Group (IRLG). Following consultation the plan was approved by the Vice-President, Research and Innovation, under authority delegated from the Governing Council through the Research Administration Policy.
In concert with central university efforts to raise awareness of issues related to equity, diversity and inclusion within the CRC program and our research enterprise more broadly, these groups are being asked to discuss these issues with their faculty, staff and students. Many of our divisions are already undertaking significant initiatives related to equity, diversity and inclusion; these are highlighted in the Action Plan.
The University’s Strategic Research Plan (SRP) provides the U of T community with a flexible framework that supports research excellence across the institution and with partner organizations. One of the key strategic objectives in the SRP is the advancement of equity, diversity and inclusion throughout the U of T research enterprise. In fulfilling this strategic objective, the VPRI seeks to further integrate EDI principles into our policies and practices, including those relevant to research funding opportunities.
Canada Research Chairs are held by tenure-stream faculty at the University of Toronto and researchers employed by the affiliated hospitals within the Toronto Academic Health Science Network.
Oversight of the CRC program resides in the portfolio of the Vice-President, Research and Innovation, who works closely with the Vice-President & Provost, divisional leaders, and the leadership of the Toronto Academic Health Science Network (TAHSN).
CRC positions are filled through internal nominations within a U of T department or division or affiliated hospital, or are tied to the recruitment of a new tenure-stream faculty member or hospital-based appointment. The successful candidate from these searches is nominated for a Canada Research Chair, normally after beginning their employment at U of T or the hospital.
U of T’s CRC Utilization Table
U of T’s CRC allocation includes the tri-campus community and the nine affiliated hospitals within the Toronto Academic Health Science Network. The CRC program utilization table outlines the number of Chair allocations across U of T; those that are filled, with the names and term dates for each CRC; the types of flex moves used; and unfilled allocations.
U of T CRCs from the Four Designated Groups & Gender Minorities
The University is meeting and exceeding its targets for all four designated groups and gender minorities, as outlined in the table below. While this achievement aligns with the program requirements, we recognize that maintaining and increasing the diversity of our Canada Research Chairs requires proactive initiatives underpinned by a research-informed approach, as well as education and leadership throughout U of T and the hospitals. Further details are included in the U of T Equity, Diversity and Inclusion Action Plan.
CRC National Target-Setting Method
Canada Research Chairs at U of T & Affiliated Hospitals
313 Filled Chairs (July 2024) *
| Federally Designated Group | Current Tier 1 Rep | Current Tier 2 Rep | Total Current Rep | Percentage of Current Rep | CRC National 2022 Targets | CRC National 2025 Targets | CRC National 2027 Targets | CRC National 2029 Targets |
|---|---|---|---|---|---|---|---|---|
| Indigenous Peoples | 5 | 6 | 11 | 3.5% | 1.5% | 2.3% | 3.5% | 4.9% |
| Persons with Disabilities | 8 | 13 | 21 | 6.7% | 4.5% | 5.3% | 6.3% | 7.5% |
| Racialized Minorities | 42 | 69 | 111 | 35% | 16.9% | 17.5% | 19.9% | 22% |
| Women & Gender Minorities*** | 61 | 94 | 155 | 50.0% | 33.0% | 37.0% | 44.0% | 50.9% |
* Current representation is based on CRC program collected data
** In keeping with the Privacy Act if the number of chairholders who self-identify is less than five, the information is redacted to protect the privacy of chairholders
*** This group includes those who self-identify as women, trans, non-binary or Two-Spirit.
Processes and policies unique to the affiliated hospitals within the Toronto Academic Health Science Network may be found on each hospital’s respective CRC web page.
There are a number of mechanisms at U of T to address concerns related to equity and diversity, depending on the issue and one’s position at U of T and/or an affiliated hospital (i.e. faculty, staff or student). Concerns or questions sent to the Office of the Vice-President, Research and Innovation, at crc@utoronto.ca will be reviewed and may be referred to one or more of the following University officials, as needed.
- Concerns related to research and innovation: Vice-President, Research and Innovation
- Concerns related to the affiliated hospitals: Dean, Faculty of Medicine, and Vice-Provost, Relations with Health Care Institutions
- Concerns related to employment at U of T or equity and diversity more broadly: Vice-President, People Strategy, Equity & Culture
Each of these portfolios will work to address the concerns or questions that are directed to them. The specific process will depend on the nature of the matter and the particular office to which the matter is referred, but the University is committed to a fair process and to addressing issues in a timely and confidential manner. Outcomes will be communicated in writing to those raising concerns.
In addition to referral to one of these offices, all equity and diversity concerns will be reported to the Vice-President, People Strategy, Equity & Culture, who will monitor concerns for recurring or overarching problems. Such problems will be raised with the Executive Director, Equity, Diversity & Inclusion, and may be brought to the Committee on Equity, Diversity & Inclusion in Research & Innovation.
- For Faculty and Staff: Prohibited Discrimination and Discriminatory Harassment
- Policy on Sexual Violence and Sexual Harassment
- U of T December 2029 Equity Target Plan
- 2022 CRC Institutional EDI Action Plan and Stipend Report
- 2021 CRC Institutional EDI Action Plan and Stipend Report
- 2018 CRC Institutional EDI Action Plan Progress Report
- Providing oversight of the CRC program at U of T
- Handling inquiries related to the CRC program at U of T and the university’s EDI Action Plan
- Reviewing and updating this public accountability and transparency web page
We welcome questions, feedback and suggestions about the CRC program at U of T, as well as the Equity, Diversity and Inclusion Action Plan and its implementation.
Staff
General Inquiries: Canada Research Chairs Program
