Equity, Diversity and Inclusion Action Plan, 2019-2022

Sinai Health's (SH) CRC Equity, Diversity and Inclusion Action Plan (EDIAP) will guide our efforts in ensuring the representation of individuals from the four designated groups—persons with disabilities, Indigenous Peoples, members of visible minorities/racialized persons and women-- among our Canada Research Chairholders.  

Sinai Health, along with the University of Toronto and affiliated hospitals, will progressively meet the Plan’s objectives within the next two years. Initiatives undertaken under the Plan will complement and support existing institutional equity, diversity and inclusion initiatives and may be revised and updated to encompass input from our community as we implement the items below.

Our community comprises the University of Toronto, which includes three campuses, eighteen academic divisions and 125 appointing units, as well as nine affiliated hospitals. With ten separate employers who have different policies and practices comes both the challenge of significant inter-institutional coordination as well as the strength of different approaches in implementing the Action Plan.

At Sinai Health, the Executive and administration of the Lunenfeld-Tanenbaum Research Institute will partner with appropriate hospital departments and services to assess needs and implement EDIAP initiatives.

1. Equity, Diversity and Inclusion Objectives and Measurement Strategies

Health equity is about ensuring that all our patients achieve the best possible health outcomes regardless of language, race, religion, disability, gender, gender identity, sexual orientation, income, or any other individual characteristic.

Part of Sinai Health’s mission is to lead efforts to eliminate health inequities. Recognized as one of Canada’s Best Diversity Employers, we have created a diverse, equitable and inclusive workplace; and are steadfast in our commitment to health equity and ensuring exceptional care that is accessible to all.

We are committed to advancing inclusion. In support of our work, the SH Diversity, Inclusion and Wellness Department:

• Facilitates resolution of incivility and complaints of harassment and discrimination, consistent with its Ontario Human Rights Code and Occupational Health and Safety Act obligations.
• Provides coaching, education and training to raise awareness about equity, diversity and inclusion issues in employment and as they relate to the provision of service/health care:

Diversity, Inclusion and Wellness Resources:

• Addressing Disrespectful Behaviour and Tips for Giving Feedback
• Being an ALLY – General Tips Package
• Being an ALLY to People with Mental Health Issues
• Being an ALLY to People with Physical Disabilities
• Being an ALLY to Racialized People
• Being an ALLY to People who are Trans, Intersex, 2-Spirit
• Being an ALLY to People who are Lesbian, Gay, Bisexual
• Multicultural Calendar

Learning Opportunities:

• Respectful & Inclusive Workplace
• Workplace Accommodation
• Bias-free Hiring
• Mandatory eLearning: Respectful Workplace (preventing Harassment, Discrimination, Workplace and Domestic Violence)
• Inclusive Service Provision (Race, Gender Identity/Expression, Indigenous, Physical and Mental Health Disability)
• The Working Mind – Mental Health Training

Policies and Guidelines:

• Respectful and Inclusive Workplace Policy and Procedure 
• Workplace Accommodation Policy and Procedure 
• Fair Employment Opportunity Policy 
• Domestic Violence Guideline
• Gender Expression & Gender Identity Guideline
• Family Status Guideline
• Creed Guideline
• Disability Guideline
• Sex (Pregnancy Chest/Breast-Feeding) Guideline

Employee Inclusion Events and Committees

At Sinai Health we are committed to celebrating our experiences together, raising awareness through education, and embracing all of our unique and diverse identities.  Exemplified in our People Plan, our events and committees support and foster respectful, inclusive and healthy environments where all of our people feel valued, engaged and energized coming to work. 

Our belief is that by supporting our people to flourish, they can confidently live our values and behaviours; ensuring inclusive, high-quality service and compassionate care for our patients, families and caregivers.

Some of the events our committees are involved in organizing include:

• Black History Month
• Int’l Women’s Day
• Pride Month
• Trans Day of Remembrance
• Int’l Day of Persons with Disabilities
• National Day of Remembrance and Action on Violence against Women

Our Committees:

Abuse Awareness Committee

Sinai Health’s Abuse Awareness Committee (AAC) is committed to ensuring that supports are in place to assist our people in responding to gender-based violence and abuse so they can work in respectful environments, providing safe, high-quality service and compassionate care for our patients, families and caregivers.

Black History Awareness Committee

Sinai Health’s Black History Awareness Committee (BHAC) is committed to ensuring that supports are in place to assist our people in preventing and addressing all forms of racism so they can work in respectful environments, providing safe, high-quality service and compassionate care for our patients, families and caregivers.

Pride is Good for Your Health Committee

Sinai Health’s Pride Is Good For Your Health Committee (PG4HC) is committed to ensuring a safe, welcoming and inclusive environment for all Two-Spirit, Lesbian, Gay, Bisexual, Intersex, Trans*, and Queer (2SLGBITQ) communities and to ensuring that our people flourish and work in healthy environments, providing safe, high-quality service and compassionate care for our diverse patients, families and caregivers.

Unconscious Bias Training

OBJECTIVE: Ensure all faculty and staff involved with a CRC nomination complete unconscious bias Training

All faculty and staff involved in the CRC nomination process are required, at minimum, to complete the online training module provided by the national CRC Secretariat. Internal administrative processes for CRC nominations will be changed to both communicate this requirement and confirm and document completion of unconscious bias training.

Review of Internal Administrative Processes

Objective: Complete a review of SH administrative processes for CRCs

Formal administrative key process checkpoints at various stages of a recruitment can create opportunities to assess equity and diversity efforts and adjust strategies if needed. SH’s processes for CRC nominations will be reviewed and assessed to ensure that the Action Plan requirements are clearly and frequently communicated and that academic administrators, faculty, staff and nominees are appropriately informed about processes, requirements and supports in place at SH.

CRC Nominations

Objective: Develop an online guide to CRC nominations

This guide will explain the process of CRC nominations at the University of Toronto and the affiliated hospitals for administrators, faculty, staff and potential nominees. It will include equity-, diversity- and inclusion- focused best practices for each stage of the process from the recruitment of a nominee through to the fostering of a supportive environment for our Canada Research Chairs.

The guide will be developed in consultation with the University of Toronto Office of the Vice-Provost, Faculty and Academic Life, building on resources already in place to support faculty recruitment and retention. SH has updated its Fair Employment Opportunity Policy in 2019 and will continue to develop additional content relevant to our recruitment and employment policies and practices.

The online guide will serve as the foundation for periodic workshops/information sessions for academic administrators, faculty and staff involved in CRC nominations beginning in 2018.

Tools for Data Collection

OBJECTIVE: Encourage CRC applicants and nominees to complete the Sinai Health’s employment equity survey and the CRC survey

In consultation with the University of Toronto’s Equity and Diversity in Research and Innovation Working Group, the Lunenfeld-Tanenbaum Research Institute at Sinai Health’s Research Executive and SH Human Resources, a communication strategy will be developed to promote the importance of completing these voluntary surveys, as they provide SH and the University of Toronto with accurate data on the representation of diverse faculty.

Develop Strategies to Recruit and Support Indigenous CRCS

OBJECTIVE: Working closely with the University's indigenous community, develop strategies to recruit and support indigenous CRCs

SH will work closely with the University of Toronto to support and assist in their community wide strategy. Please see University of Toronto’s EDIAP for details.

Develop Strategies to Recruit and Support Persons with Disabilities to CRCs

OBJECTIVE: Develop strategies to recruit and support persons with disabilities to CRCs

SH will work closely with the University of Toronto to support and assist in their community wide strategy. Please see University of Toronto’s EDIAP for details.

Career Development and Mentoring for CRCs and Potential CRCs

OBJECTIVE: Continue to build a supportive and inclusive culture for all SH faculty

As a hospital affiliated with the University of Toronto, SH Scientists have cross appointments with the University.  SH and LTRI will promote the University of Toronto’s professional development workshops to our researchers. Please see University of Toronto’s EDIAP for details.

Build on Current University of Toronto Initiatives to Foster Equity, Diversity and Inclusion

Our strategies to recruit and retain a diverse cohort of Canada Research Chairs align with broader equity, diversity and inclusion initiatives at the University of Toronto. The University of Toronto Office of the Vice-President, Research and Innovation will work in close partnership with our 18 Faculties and 9 Affiliated Hospitals to implement these action plan elements and to encourage divisional and hospital leaders to initiate local plans to enhance equity, diversity and inclusion.

2. Management of Canada Research Chair Allocations

Allocation of CRCs at U of T and affiliated hospitals

CRCs are initially allocated to the University of Toronto. Please refer to the University of Toronto’s EDIAP for details.

At SH, the Director of Research, in consultation with the Research Executive Committee, is responsible for managing SH’s allocation of CRCs.  Strategic considerations, including scientific complement planning to advance key areas of research, are taken into consideration. Chairs allocated to SH are not further allocated to individual Research Programs. This allows for flexibility during recruitment and for retention, and ensures chairs are provided to best advance research priorities.

Advancement, renewals and phase-out of chairs

In general, assuming that the level of performance in research is maintained, SH allows the chair to be renewed once.  SH does not have an established mechanism for advancement of Tier 2 CRCs to Tier 1 CRCs.  When a Tier 1 CRC is available and there is no active recruitment for a Scientist position taking place, all eligible Scientists are considered.

Institutional support for chairholders

The conditions of employment and institutional support at SH are negotiated at the time of employment and take account of the resourcing provided for other faculty in similar disciplines. The support is provided irrespective of being a Canada Research Chairholder.

Institutional support for academic administrators involved in CRC nominations

All faculty and staff involved in the CRC nomination process are required to complete the online training module provided by the national CRC Secretariat. Internal administrative processes for CRC nominations will be changed to both communicate this requirement and to confirm completion of unconscious bias training.

3. Collection of Equity and Diversity Data

Applicant pool data

SH previously did not formally collect applicant pool data for CRC competitions.  This process is being rolled out as part of our EDIAP.  Initially, involves a fillable form to be completed voluntarily by external and internal applicants and submitted to a secure address so that aggregate data on the representation of the four designated groups can be provided to the CRC selection panel.  We are exploring options for an on-line process, for both internal and external applicant pools.

Successful CRC Candidate Data

Successful CRC Candidate Data is currently collected as part of the CRC program’s nomination process. A review of internal processes for the secure collection and protection of self-identification data is part of our Action Plan. The goals are to:

• limit the number of people who can view this information
• ensure privacy and confidentiality
• encourage CRC nominees to complete the self-identification form
• communicate widely the purpose of the data collection, how the information will be used, and our commitment to privacy.

4. Retention and Inclusivity

Providing a supportive and inclusive workplace

Through our equity programs, services and offices, Sinai Health is working to remove a range of barriers and support our community members in fulfilling their academic, research and employment goals. Working with SH Human Resources, we are developing initiatives to create an inclusive environment for faculty, staff and students. We will continue to collect and post these projects to both recognize these efforts and encourage others to adopt similar initiatives.

Policies or procedures and supports in place that enable the retention of members of the FDGs: Equity considerations are an important part of our institutional approach to faculty retention issues, when these arise.

Policies that govern the staffing of Canada Research Chair positions

All Canada Research Chair holders are Scientists at Sinai Health, with a faculty appointment at the University of Toronto.  As such there are policies at both institutions that govern their staffing.  These policies may change as part of the development of our institutional CRC Equity, Diversity and Inclusion action plan and initiatives.