| Governance structures |
CIHR has a GBA+ Framework to coordinate related work and to operationalize commitments to the Health Portfolio and Department for Women and Gender Equality. The Framework seeks to build GBA+ organizational capacity and sustain the practice of GBA+ through three streams:
- GBA+ in CIHR-Funded Research: Aims to ensure that GBA+ is taken into account in research design, methods, analysis and interpretation and/or dissemination of findings.
- GBA+ in CIHR’s Funding System: Aims to ensure equitable access to CIHR funds across eligible individuals.
- GBA+ in CIHR’s Workplace: Aims to ensure CIHR conducts its business in an equitable manner.
- Operationalized through federal legislation (such as the Employment Equity Act, the Canadian Multiculturalism Act and the Official Languages Act) and policies (Harassment in the Workplace Policy).
The CIHR GBA+ Responsibility Centre leads, enhances, supports, and monitors implementation of CIHR’s GBA+ framework and the actual practice of GBA+. CIHR has a Co-Champion model for GBA+. The Vice President, Research Programs serves as one GBA+ Co-Champion and is responsible for implementation of GBA+ across CIHR with support from the GBA+ Focal Point and staff within the Science Policy branch. The Scientific Director, Institute of Gender and Health, serves as the other GBA+ Co-Champion and provides guidance on the implementation of Sex and Gender-Based Analysis (SGBA) in the context of health research. Strategic guidance on GBA+-related matters is provided by Science Council and an internal CIHR’s Equity Working Group, while operational guidance and decision-making is provided by senior management. Equity, Diversity and Inclusion (EDI) is also a standing agenda item at CIHR’s Governing Council, the committee responsible for developing and approving CIHR’s strategic directions, goals and policies.
To monitor GBA+ in CIHR-funded research, CIHR tracks integration of sex and gender in all research proposals. CIHR monitors GBA+ in all of its funding programs through the Tri-Agency Self-Identification Questionnaire, which collects information on applicant age, gender, and whether someone identifies as Indigenous, a visible minority or a person with a disability. In program evaluations, CIHR administers surveys to applicants and recipients to monitor differential impacts of funding programs on four designated employment equity groups and gender. To monitor GBA+ in CIHR’s workplace, CIHR tracks GBA+ training completed by staff and Governing Council members, and participates in Health Portfolio-wide surveys to assess staff knowledge and application of GBA+. |
| Human resources |
The total number of FTEs: 6.6
- FTEs that were part of a GBA+ Responsibility Centre: 3.85
- Other FTEs: 2.75
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| Major initiatives: results achieved |
SGBA in Research Action Plan
The SGBA in Research Action Plan aims to systematically integrate sex and gender considerations into CIHR-funded research to ensure that research we fund is relevant and impactful for Canada’s diverse population. CIHR requires applicants to integrate sex and gender in all funding applications, where appropriate. In CIHR’s Project Grant Program, reviewers are required to provide an assessment of the integration of sex and/or gender into research proposals. This initiative is relevant to the Gender Results Framework Pillar “Poverty reduction, health and well-being”. Sex and gender differences contribute to health risks, health services use, health system interaction and health outcomes.
The performance indicator for this initiative is “% of research that addresses sex or gender considerations”. For the 2018-19 Year, 62.4% of CIHR-funded research addressed sex or gender considerations. Results are also reported in the Departmental Results Framework and will be available in the GC InfoBase. For CIHR’s Fall 2018 Project Grant Program, CIHR qualitatively assessed the integration of sex and gender in research proposals in order to identify barriers and capacity-building needs. The findings indicate that awareness among CIHR’s research community related to SGBA has increased substantially; however, targeted SGBA learning materials are needed to further build capacity of CIHR applicants and peer reviewers. Self-Identification Questionnaire (previously referred to as Equity and Diversity Data Action Plan)
Beginning in May 2018, applicants to all CIHR programs must complete the Self-Identification Questionnaire. Developed in collaboration with NSERC and SSHRC, the questionnaire collects information on five equity dimensions (described above), which will enable effective monitoring of equity in CIHR’s funding system and inform evidence-based policy solutions to increase EDI in the research enterprise. Using data collected from the questionnaire, CIHR will monitor and report on the performance indicator “# and diversity of researchers and trainees supported” across all of CIHR’s programs. Results are reported internally, in the Program Information Profiles. Extension of the questionnaire to peer reviewers and members of advisory committees is planned for 2019 and 2020, respectively. Foundation Grant Program
The Foundation Grant Program provides funding to health researchers. Analyses of Foundation Grant competition results revealed lower success rates in applicants who were female, younger and based at smaller institutions. In particular, female applicants consistently had lower success rates than men in Stage 1 of the competition (which involved assessment of the caliber of the applicant), but not in Stage 2 (which involved assessment of the quality of the proposed research). Various measures were implemented to mitigate the identified disparities, including equalizing proportional rates of females moving from Stage 1 to Stage 2, and requiring Peer reviewers to complete an Unconscious Bias Learning Module. In April 2019, CIHR made the decision to sunset the program based, in part, on the consistently identified disparities that were not seen in other funding programs. Equity, Diversity and Inclusion (EDI) Institutional Capacity Building Grants
The EDI Institutional Capacity Building Grants are a Tri-Agency funding program to support post-secondary institutions in developing and implementing activities to support institutions in identifying and eliminating systemic barriers that impede career advancement, recruitment and retention of underrepresented groups. The pilot competition, launched in March 2019, awarded grants to 15 institutions. New Frontiers in Research Fund
The New Frontiers in Research Fund is a Tri-Agency Fund that supports international, interdisciplinary, fast-breaking and high risk research. While the fund is not targeted towards EDI, it includes EDI criteria for both applicants and the review panel. Applicants must meaningfully engage members of underrepresented groups within the research team, including but not limited to women, Indigenous Peoples, members of visible minorities and persons with disabilities. The multidisciplinary and multi-sectoral review panel must also meet certain EDI criteria. The inaugural competition, launched December 2018, was open only to early career researchers and 157 grants were awarded. |
| Reporting capacity and data |
Investigator-Initiated Research:
- Prior to May 2018, captured applicant data on sex, preferred language of correspondence, region, size of institution and career stage. Beginning May 2018, captures age, gender and whether someone identifies as Indigenous, a visible minority or person with disability. Trend analysis of proportion of applicants across these sub-populations.
- Public reporting as follows:
Research in Priority Areas:
- Prior to May 2018, captured applicant data on sex, preferred language of correspondence, region, size of institution and career stage. Beginning May 2018, captures age, gender and whether someone identifies as Indigenous, a visible minority or person with disability. Trend analysis of proportion of applicants across these sub-populations.
- Public reporting as follows:
Training and Career Support:
- Prior to May 2018, captured applicant data on sex, preferred language of correspondence, region, size of institution and career stage. Beginning May 2018, captures age, gender and whether someone identifies as Indigenous, a visible minority or person with disability. Trend analysis of proportion of applicants across these sub-populations.
- Public reporting as follows:
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