Queen’s University is committed to advancing the principles of Indigenization-Equity, Diversity, Inclusion, Accessibility, and Anti-Racism (I-EDIAA) in all aspects of research including the production of knowledge, equitable access to funding opportunities, and inclusive and diverse research team composition. Queen's recognizes that I-EDIAA policies and practices strengthen the research community, as well as the quality, social relevance, outcomes, and impacts of research.
Queen’s researchers are expected to follow all applicable institutional policies, procedures and practices supporting I-EDIAA and advancing its goals within the university.
Integrating I-EDIAA in research
I-EDIAA considerations strengthen scientific communities and contribute to creating the innovative and impactful research necessary to respond to local, national and global challenges. The commitment to inclusive research is also embedded in Queen’s institutional strategy and other frameworks such as the Truth and Reconciliation Commission Task Force Report, Principal’s Implementation Committee on Racism, Diversity, and Inclusion Report, CRC EDI Action Plan and specific I-EDIAA action plans that guide inclusivity efforts in different faculties.
I-EDIAA should be embedded in all aspects of research including the composition of a research team, training and mentorship, accessible and inclusive work environment, research design, knowledge mobilization and data management. Addressing systemic barriers and implementing wise practices in I-EDIAA in integral to conducting responsible research and achieving success in external funding competitions, including Tri-Agency programs.
Support available for Queen’s researchers
The Inclusive Research Team in the Vice-Principal Research Portfolio supports researchers in:
- Integrating I-EDIAA into research practice and research design and creating an action plan for their labs and research groups
- Addressing I-EDIAA requirements in provincial, national and international funding competitions
- Building equitable research partnerships with diverse communities
- Designing research that contributes to positive social change and bridges the gap between academia and community-driven solutions
- Accessing education and training initiatives to advance and promote a research culture rich in inclusivity, equity, and belonging
Key I-EDIAA considerations
This section provides some general tips and recommendations on how to address the I-EDIAA considerations in your practices and successfully communicate an I-EDIAA action plan in your funding application.
There is no "one size fits all" approach to I-EDIAA, but there are several steps you can take to address I-EDIAA considerations in your research practice. Applying these principles in your work culture is an iterative process of incremental change, tailored to a specific research and institutional environment. Generally, this process involves:
- Analyzing your context (your research team, department, institution and field), and personal level of engagement with I-EDIAA.
- Setting equity goals and developing an I-EDIAA plan.
- Implementing your plan.
- Reviewing your progress and staying accountable.
Embedding I-EDIAA in research design and research practice are two distinct, but complementary approaches.
Embedding I-EDIAA in research design (sometimes known as Gender Based Analysis +) means that the I-EDIAA considerations are incorporated into each or any stage of the research process (research questions, study design, methodology and data collection, analysis, dissemination of results). Can you collect data that incorporates perspectives of different demographic groups (e.g., members of the 2SLGBTQIA+ community, immigrants, people with disabilities)? How will individuals with different and intersecting social identities (e.g., race, sexuality, class, religion, age) experience the results of your research? How will you ensure that your knowledge dissemination efforts reach diverse audiences?
Applying I-EDIAA in research practice involves ensuring diversity in team composition and trainee recruitment, building an inclusive work environment and fostering equity in mentoring and training. Can you expand your recruitment efforts to target organizations supporting members of equity deserving groups in academia? How can you support equal awareness and access to training opportunities? Have you taken the necessary steps to incorporate I-EDIAA policies and procedures in your research lab/group?
Be as specific as possible. Concrete, intentional and clearly described I-EDIAA practices are accompanied by specific examples and are designed to create impact that will be measured. The implementation plan is realistic and feasible within the proposed timeframe.
Focusing your I-EDIAA efforts on one demographic group is not enough. Include different equity-deserving groups (e.g., women, Indigenous Peoples, members of racialized groups, and people with disabilities) in your I-EDIAA action plan.
I-EDIAA practices are constantly evolving. Make time to evaluate your context based on the latest standards in I-EDIAA.
- What groups are missing from your research practice/design and why?
- What initiatives can you add to advance your goals?
- How will you ensure that your research environment is/continues to be diverse and inclusive?
I-EDIAA in Research Training
The Vice-Principal Research Portfolio has been working with different collaborators to create free online training resources on different aspects of I-EDIAA in research. See below a list of current available training resources and how to access them.
These modules have been collaboratively developed by the Vice-Principal Research Portfolio, the Human Rights and Equity Office and Viswali Consulting. Topics include:
- Introduction to Equity, Diversity, and Inclusion in Research Design
- Developing Inclusive Research Teams
- Embedding EDI in Knowledge Mobilization, Knowledge Translation, and Data Management
These modules will equip researchers at Queen’s University with the knowledge base necessary to incorporate accessibility considerations within their teams and at different stages of the research process.
The training series consists of two courses: 1. Understanding Disability and Ableism, and 2. Defining Accessibility and Accessible Research.
On May 2, 2023, the Vice-Principal Research Portfolio hosted a workshop on how to develop an action plan to embed equity, diversity, and inclusion in research programs and practices. Session materials are available below.
Queen's NetID is required to view session materials:
Indigenous Research
Indigenous research is conducted by or with First Nations, Inuit, Métis or other Indigenous societies and individuals while engaging with Indigenous knowledge systems in a culturally appropriate manner. It addresses issues relevant to Indigenous peoples and results in meaningful outcomes that benefit them directly. Knowledge gathering grounded in Indigenous ways of being arises in relationship to the land, language, community and all beings.
The Vice-Principal Research Portfolio, in collaboration with the Office of Indigenous Initiatives and in consultation with Indigenous and settler faculty, staff, and students, is working to establish institutional capacity and the appropriate processes and supports for Indigenous research at Queen’s, including an Indigenous Research Ethics Board.
Dimensions: Equity, Diversity and Inclusion Canada
Dimensions is a national program led by the Canada Research Coordinating Committee (CRCC) and administered collaboratively by the Natural Sciences and Engineering Research Council of Canada (NSERC), the Canadian Institutes of Health Research (CIHR), and the Social Sciences and Humanities Research Council of Canada (SSHRC). The main goal of the program is to foster a cultural change within post-secondary institutions in Canada to increase equity, diversity, and inclusion in research.
Queen’s has proudly endorsed the Dimensions Charter in 2019 and, as of 2025, has been accepted to participate in the Dimensions Recognition Program, which assesses universities’ progress towards a more equitable, diverse, and inclusive research culture.