| 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+ 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, the Official Languages Act) and policies (such as the Employment Equity Policy, Duty to Accommodate Policy, Harassment in the Workplace Policy). In 2018, CIHR implemented mandatory GBA+ training for all employees and members of Governing Council.
The CIHR GBA+ Responsibility Centre leads, supports and monitors implementation of CIHR’s GBA+ Framework. CIHR has a Co-Champion model for GBA+. The Vice-President, Research Programs serves as one of the GBA+ Co-Champions 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 another GBA+ Co-Champion and provides guidance on the implementation of SGBA in health research. Strategic guidance on GBA+-related matters is provided by Science Council and CIHR’s Equity Working Group, while operational guidance and decision-making is provided by senior management. 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.
CIHR monitors implementation of GBA+ as follows:
- Tracking integration of sex and gender in all research proposals;
- Monitoring equity 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;
- Administering surveys to applicants and recipients of CIHR funding, as part of program evaluations, to monitor differential impacts of funding programs on the four designated employment equity groups;
- Tracking GBA+ training completed by staff and Governing Council members, and participating in Health Portfolio-wide surveys to assess staff knowledge and application of GBA+.
CIHR is also working with the Natural Sciences and Engineering Research Council (NSERC) and the Social Sciences and Humanities Research Council (SSHRC) to implement a Tri-Agency Equity, Diversity and Inclusion (EDI) Action Plan, which includes activities that cut across the three areas of CIHR’s GBA+ Framework. Work is governed through an Interagency Committee on EDI and implemented by an Interagency Policy Working Group. |
| Planned initiatives |
SGBA in Research Action Plan
Sex and gender differences contribute to differences in health risks, health service use, health system interaction and health outcomes. The SGBA in Research Action Plan aims to systematically integrate sex, gender and other identity considerations into CIHR-funded research. The performance indicator for this initiative is “% of research that addresses sex or gender considerations”. Results are reported in the Departmental Results Framework and will be available in GC InfoBase. The SGBA in Research Action Plan aims to ensure that the health research we fund is relevant and impactful for all of Canada’s diverse population, and thus aligns with the Gender Results Framework goal of reducing poverty and improving health outcomes. Equity Strategy
In 2016, CIHR released its Equity Strategy to help a) identify and eliminate systemic biases against any individual or groups that would hinder access to CIHR funds, and b) influence the larger health research enterprise to adopt practices that are more equitable. CIHR will be reviewing the Equity Strategy to ensure our efforts remain evidence-based and relevant, and aligned with the Tri-Agency Equity, Diversity and Inclusion (EDI) Action Plan and CIHR’s 2020-2030 Strategic Plan (to be released in June 2020). Using data from the Self-Identification Questionnaire (described above), 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. CIHR’s Equity Strategy aims to reduce barriers experienced by disadvantaged and underrepresented groupsFootnote 1 to participating and advancing in scientific leadership and thus aligns with the Gender Results Framework goal of advancing gender equality in leadership roles and decision making. Tri-Agency Equity, Diversity and Inclusion (EDI) Action Plan
CIHR will continue to work with NSERC and SSHRC to implement the Tri-Agency EDI Action Plan. The plan comprises close to two dozen initiatives developed around three key objectives:
- equitable access to funding opportunities
- equitable and inclusive participation in the research system
- data and analyses for decision-making informed by equity, diversity and inclusion
The agencies will be updating the Self-Identification Questionnaire, and establishing reporting standards to provide coordinated publication of program participation and success rates. The Tri-Agency EDI Action Plan aims to enhance equity, diversity and inclusion in the research ecosystem and thus aligns with the Gender Results Framework goal of advancing gender equality in leadership roles and decision-making. |
| Reporting capacity and data |
CIHR currently collects and monitors the following applicant data for all programs in its Program Inventory across Investigator-Initiated Research, Research in Priority Areas and Training and Career Support:
- Tri-Agency Self-Identification Questionnaire: age, gender, identification as Indigenous, a visible minority or a person with a disability.
- Other data: language of application, preferred language of correspondence, region of institution, career stage.
Report to be released in 2020-21:
- Canada Research Coordinating Committee 2019-20 Progress Report (will include aggregate applicant self-identification data for CIHR’s major funding programs).
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