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About

Equity, Diversity and Inclusion (EDI)

As part of our commitment to Equity, Diversity and Inclusion, we strive to provide people working in the Lady Davis Institute for Medical Research (LDI) community with exemplary, highest quality of work and learning environments that are healthy, equitable and inclusive, free from all forms of discrimination and where every person can feel welcomed and recognized, but also involved and contributing to the present and the future of the LDI.

Equity, Diversity and Inclusion (EDI) 1

Objective 1

Develop a common understanding within the LDI of what EDI is, its implications for the Institute and its research teams, and the imperatives arising from it

Equity, Diversity and Inclusion (EDI) 1

Objective 2

Establish a governance structure to guide the LDI’s next steps in EDI

Equity, Diversity and Inclusion (EDI) 1

Objective 3

Conduct an environmental scan of the LDI to identify clear EDI priorities within the Institute

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Please note that the LDI’s Action Plan is a living document that will evolve over time because EDI work is an iterative and continuous process that requires collaboration and responsiveness to the needs of our community.

Do you have questions about equity, diversity, and inclusion?

Contact us in all confidence

EDI Advisory Committee

The Lady Davis Institute for Medical Research determined in the summer of 2022 that it wished to create an Advisory Committee to support the organization’s meaningful and focused engagement on issues of equity, diversity and inclusion.

Following an open call to the entire LDI community, in which 35 members of staff―including interns, students, post-doctoral fellows, physicians, researchers, administrators, technicians ―expressed an interest in taking part in the EDI initiative and 22 were interviewed, the EDI Advisory Committee was established.

Equity, Diversity and Inclusion (EDI) 4

The LDI’s EDI Advisory Committee members – Back row from left: John Heath, Thierry Muanza, Maja Jankovic, Elizabeth Guettler, Sarah Khan, and Tabitha Finch. Front row from the left: Eszter Szekely, Claudia Kleinman, Suiqiong Fan, Stephen Robbins, and Pascal Fischer. Not in the picture: Zoulikha Rezoug.

The Committee currently consists of:

  • Marie-Lyne Filion, Technology Specialist (Cell Imaging Facility)
  • Tabitha Finch, Clinical Research Coordinator Team Lead
  • Pascal Fischer, Research Communication and External Relations Officer (ex-officio)
  • Alexandre Garus, PhD student, LDI Trainee Committee Event Coordinator
  • Sarah Ghezelbash, PhD student, general member of the LDI Trainee Committee
  • Elizabeth Guettler, Research Technical Assistant
  • John Heath, Post-Doctoral Fellow
  • Sarah Khan, MSc Student
  • Claudia Kleinman, Mid-career Investigator
  • Thierry Muanza, Mid-career Investigator
  • Olayemi Olufunke Ajala, Administrative Coordinator (HR)
  • Stephen Robbins, Director of the LDI (ex-officio)
  • Eszter Szekely, Early Career Investigator
  • Jia Yi Zou, PhD student, LDI Trainee Committee Co-Chair

Thank you to outgoing members: Suikiong Fai, Maja Jankovic, and Zoulikha Rezoug.

The LDI’s EDI Advisory Committee meets every two weeks and held its first meeting on November 8, 2022.

Mandate

The mandate of the EDI Advisory Committee at the LDI is to:

  • Guide the efforts of the LDI in the development of the consultation to be implemented with the community in terms of equity, diversity, and inclusion.
  • Ascertain and recommend means of collecting data to assess the current situation at the LDI, identify and survey the main barriers and areas to be addressed, and prioritize the actions to be undertaken.
  • Provide a space for discussion and collaboration around EDI-related issues to target the framework of the initiative at the start of the project.
  • Support the development of a process that effectively engages the LDI community in conversations about existing and emerging realities and challenges that fall within the scope of the committee’s mandate.
  • Provide direction and guidance on EDI policies, programs, initiatives and systems change.
  • Provide advice and make written recommendations to LDI leadership on all matters pertaining to EDI.
  • Evaluate and highlight the implications and possible unintended consequences of EDI actions on the work or direction of the LDI or its units.
  • Contribute to the development and implementation of a communication plan to keep the community of LDI employees informed of current and future work and initiatives.
  • Continuously develop knowledge, skills, and capacities to engage in EDI work.

Definitions

Diversity

Diversity consists of the conditions, expressions and experiences of different groups identified by age, education, sexual orientation, parental status/responsibility, immigration status, Indigenous status, religion, disability, language, race, place of origin, ethnicity, culture, socio-economic status and other attributes. Recognizing and valuing diversity must be accompanied by concerted efforts to ensure inclusion of diverse populations, meaning that individuals are and feel valued, respected, and equally supported.

Diversity also relates to gender identity or gender expression.

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Equity

Equity means fairness; people of all identities being treated fairly.

It means ensuring that the processes for allocating resources and decision-making are fair to all and do not discriminate on the basis of identity.

There is a need to put measures in place to eliminate discrimination and inequalities which have been well described and reported and ensure, to the best degree possible, equal opportunities.

Equity is needed to achieve equality.

For example, treating people as equals in an environment in which historical and systemic disadvantages prevent people from operating as equals can be inequitable—it lacks the fairness of a truly equitable situation.

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Inclusion

Inclusion requires creating an environment in which all people are respected equitably and have access to the same opportunities. “Organizationally, inclusion requires the identification and removal of barriers (e.g., physical, procedural, visible, invisible, intentional, unintentional) that inhibit [applicants’] participation and contribution. Inclusion also requires [NSERC and awardees] to demonstrate … values and principles of fairness, justice, equity, and respect … by being open to different voices and perspectives, developing an understanding of different cultures, experiences and communities, and making a conscious effort to be welcoming, helpful and respectful to everyone.

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Publications

Resources

We have compiled a listing of EDI resources that may be helpful for our research community. This listing will be updated regularly. If you are a member of the research community at the Lady Davis Institute for Medical Research and wish to discuss an EDI related item, please contact the EDI Liaison Officer at EDI-info@ladydavis.ca or refer to the resources below. If you know of additional helpful EDI resources that are not listed here, please contact EDI-info@ladydavis.ca.

If you have questions about harassment and violence in the workplace or need help to file a complaint, please contact Dr. Robert Scarborough, Prevention Management and Biosafety Officer, at ext. 25609 or robert.scarborough@ladydavis.ca. 

If there is an urgent EDI matter you wish to discuss, please contact in all confidentiality Christine Morin, Diversity, Equity, Inclusion and Belonging Office at the CIUSSS West-Central Montreal.

Lady Davis Institute for Medical Research

CIUSSS West-Central Montreal

McGill University

Family support Resources and Policies

Pregnant students and students caring for dependants

Family Care

Paid parental leave

Canadian Funding Agencies

US Funding Agencies

Other