Equity, Diversity and Inclusion
Purpose
Principles
- RNA Canada ARN recognizes that unconscious and systemic barriers exist for members of underrepresented or disadvantaged groups including, but not limited to, women, Indigenous Peoples (First Nations, Inuit and Métis),
persons with disabilities, members of visible minority/racialized groups and members of the 2SLGBTQIA+ (Two-Spirit, Lesbian, Gay, Bisexual, Transgender, Queer and/or Questioning, Intersex, Asexual) communities.
Moreover, RNA Canada ARN acknowledges that people with intersectional backgrounds encounter particular barriers. - RNA Canada ARN aims to be a safe and welcoming place for all people where all members and partners are respected.
- Every member has the right to engage free of discrimination and harassment.
- RNA Canada ARN does not tolerate behaviour that violates principles of equity, diversity, and inclusion, and is committed to prevent such behaviours.
- RNA Canada ARN is committed to educating and informing all members on issues associated with equity, diversity, inclusion, antiracism, indigenization, reconciliation, discrimination, harassment, and other related topics.
RNA Canada ARN values the diversity of its membership and recognizes the importance of equity, diversity, and inclusion (EDI) as core pillars. To demonstrate its commitment to establishing equitable, diverse, and inclusive environments as a foundation of all its endeavours, activities and interactions, RNA Canada ARN adopted an EDI policy in 2024.
The policy is accompanied by two series of guidelines to provide advice and direction for the implementation of EDI in setting up and running RNA Canada ARN committees and for conference and event organization by RNA Canada ARN.
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View Documents:
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Who is the policy for? All members and entities of RNA Canada ARN are concerned by the policy and EDI will be best served if all work together. RNA Canada ARN recognizes the unconscious and systemic barriers faced by underrepresented and disadvantaged groups including but not limited to women, Indigenous Peoples (First Nations, Inuit and Métis), persons with disabilities, members of visible minority/racialized groups and members of the 2SLGBTQIA+ (Two-Spirit, Lesbian, Gay, Bisexual, Transgender, Queer and/or Questioning, Intersex, Asexual) communities and aims to ensure every member is treated with respect.
How will RNA Canada ARN promote and ensure EDI? RNA Canada ARN will actively monitor the composition and activities of its committees to promote best EDI practices and a good representation of the RNA community in Canada. The EDI committee will ensure the reviewing and updating of this policy and organize annual learning opportunities for members. EDI considerations will be taken into account in all activities of RNA Canada ARN. RNA Canada ARN will use inclusive language and images in all communications.
What are your responsibilities as a member? All members are expected to contribute to promoting inclusive environments for RNA research in Canada. Members are expected to take action when they witness disrespectful behavior and lead by example. They should also actively learn about barriers towards equity, diversity and inclusion and best practices to foster inclusive environments within RNA Canada ARN and in their workspaces.
Any feedback on the policy and the guidelines is welcome. The RNA Canada ARN EDI committee can be reached at edi@rnacanada.ca.
- *How to integrate sex and gender into research (Canadian Institutes of Health Research): https://cihr-irsc.gc.ca/e/
50836.html - *Gendered Innovations in Science, Health & Medicine, Engineering, and Environment (Stanford University): https://genderedinnovations.
stanford.edu - *Guide to recruiting and retaining diverse graduate students (UC Berkeley): http://diversity.berkeley.edu/
sites/default/files/guide_to_ recruiting_and_retaining_ diverse_grad_students.pdf - *Diversity best practices for recruiting and retaining diverse graduate students (Princeton University): https://inclusive.princeton.
edu/sites/g/files/toruqf7151/ files/pu-report-best- practices-graduate-students. pdf - *Increasing equitable access to graduate education through competitive hiring in the life sciences (Carroll et al., 2023, New Directions for Higher Education): https://onlinelibrary.wiley.
com/doi/full/10.1002/he.20472 - *Striving for inclusive excellence in science research (Carleton University): https://science.carleton.ca/
wp-content/uploads/EDI_in_ Science_Research_Pocket_Guide. pdf - *Canadian Sciences Speakers Network: https://cssn-rcps.ca
- *TIDE educational modules: https://www.toronto-tide.ca/education-modules/
Approaches to address bias in letters of recommendation:
Recruiting women faculty through inclusive, family-friendly practices:
- Professor, Department of Chemistry and Biology, Toronto Metropolitan University
- Affiliate Scientist, St. Michael’s Hospital, Toronto
- Member, Institute for Biomedical Engineering, Science, and Technology
- NSERC Scholar-in-Residence)
‘The EDI committee has organized workshops on different aspects of equity, diversity and inclusion. If you have ideas or requests for future workshops or EDI activities, please contact us at edi@rnacanada.ca
Inclusive approaches to recruitment, assessment, and research group climates
INCLUSIVE APPROACHES TO RECRUITMENT, ASSESSMENT, AND RESEARCH GROUP CLIMATES Dates: March 25th 2026, 3:00 PM – 4:30 PM EST Delivery: Online Description: This is
EDI workshop @ 2025 RiboClub
EDI workshop within the context of the 2025 RiboClub conference. For more information, visit https://home.riboclub.org/annual-meeting/#upcoming