Equity and Inclusion

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Definitions of Equity, Diversity and Inclusion:

Equity is understood as a process ensuring just outcomes in the treatment of individuals, particularly by identifying and addressing historical and ongoing systems of exclusion and barriers that prevent equity-deserving groups from accessing opportunities and resources on an equal basis. At universities, it involves recognizing and valuing the diverse backgrounds, experiences, and identities of members of the academic community, with a commitment to building systems that provide equitable access to education, employment, and advancement opportunities and the flourishing of communities that have been denied such opportunities.Ìý

Diversity is a condition referring to the range of identities, perspectives, and experiences that characterize individuals within communities, including (but not limited to) differences in age, care responsibilities, nationality, disability (disabled by the system), ethnicity, impairment of health, gender, race, religion and belief, sexual orientation, and social class. In this context, there is a particular need and challenge to recognize the genuine quality of the intersectionality (i.e., interconnected nature) of discrimination experiences and structures of inequality.

Inclusion is an outcome involving the creation of environments where individuals are valued and respected as equals by being empowered (to eliminate any existing power imbalance) to fully participate and contribute to their communities including their academic communities.Ìý

Our collective approach to equity and inclusion

Image (above) –ÌýConcentric circles of Action Research Model

Drawing on the experience of Stringer as a teacher, school principal, teacher educator, and international consultant, we look towards Stringer’s approaches that engage educators and communities in cycles of reflection and action. Through Stringer’s work (includingÌýAction ResearchÌý(2007) andÌýAction Research in EducationÌý(2008)) with Indigenous, racialized, and equity-deserving group communities informs theÌýconcentric-circle model, illustrating how action research connects individual experience, collaborative inquiry, institutional practice, and broader community change via these concentric circles of action research. At the Faculty of Science, we are inspired by this model and implemented this model in the following systemic manners as shown in the figure below:

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Image (above) – Faculty of Science Equity Planning Framework

We created theÌýFaculty of Science Equity Planning frameworkÌýfrom the individual changes (EDIT-STEM Collaborative ProjectÌý– Carleton University) to the function team changes (DEAP for Staff, Students, Researchers & Instructors) to the units (DEAP for Academic, Administrative and Governance Units). This phased approach ensures that equity work progresses from vision and commitment to implementation to measurable impact, supported by clearly defined priorities and timelines.

(1) Individual Concentric Circle:ÌýBased on the Faculty of Science Equity Planning framework, we are additionally interested in individual state-of-mind change towards becoming more willing and open to engage and implement EDI-based principles in planning. Thanks to the NSERC Alliance Grants – Society, this collaborative project with multiple partners led by the Carleton University (Phase 1), Perimeter Institute (Phase 2) and ÃÀÅ®×ö°® (Phase 3) aims to develop novel interactive persuasive technology (PT) as a transformative approach for addressing the challenges to EDI readiness in science, technology, engineering, and mathematics(STEM). For more information, visitÌý.Ìý

(2) Teams Concentric Circle:ÌýIn collaboration with the Office of Research Services, we successfully developed and significantly advanced theÌýDiversity & Equity Assessment Planning (DEAP) ProgramÌýwithin the Faculty of Science. Adoption of the severalÌýDEAP Tools for TeamsÌýsuch asÌýÌý(myDal login required) is intended to support different functional teams within the Faculty of Science in advancing their commitments to Equity & Inclusion within the Faculty. With this vision in mind, prior to its adoption launch dates, the DEAP Tools for Teams were extensively consulted with Faculty of Science faculty, staff, student Equity Champions, Departmental EDI Committee Chairs, Departmental Chairs, Institutional EDI partners (Human Rights & Equity Services, Office of Vice-Provost of Indigenous Relations, Student Affairs) and other interested parties. The DEAP Tools for Teams were officially launched on the week of January 12^th, 2026. The tool aims to provide the Faculty of Science with approximately 120 researchers and instructors, 1000 students and 50 staff members with a structured framework to assess their practices, reflect on systemic barriers, identify areas for improvement, establish measurable EDI goals, and periodically revisit their progress through systematic indicators. Ìý

(3) Units Concentric Circle:ÌýThe development ofÌýDEAP Tools for UnitsÌý(such asÌýDEAP for Academic, Administrative and Governance Units) builds directly on the successful rollout ofÌýDEAP Tools for Teams, extending the framework to medium- to large-scale units (50+ members) and institutional leadership structures.ÌýSome units have, in the early phase of implementation and launch, engaged briefly with the DEAP Tools for Units and the outcome of such process has identified specific needs for the planning phase with the implementation of DEAP for Academic, Administrative and Governance Units version in the subsequent months.

DEAP Program is alsoÌýmoving beyondÌýindividual behaviour change toward systemic accountability through DEAP Tools for Units, available onÌýa digital platformÌýcalledÌýÌý(restricted myDal login) under development starting from January 2026 onwards, and integration with ÃÀÅ®×ö°® institutional strategic-planning processes via a set of adaptive ÃÀÅ®×ö°®-related indicators andÌýstrategic-planning software AchieveIT. The access to the DEAP Portal will be assigned specifically to the Units leadership teams usually including Departmental Heads and EDI Committee Chairs.

Impact of the DEAP Program

DEAP Program expands the institution's approach to EDI beyond equitable recruitment by supporting inclusive research environments once researchers have been appointed. It provides researchers, instructors, staff members and students with a practical mechanism for translating institutional EDI commitments into their functional teams and instructional practices, while encouraging continuous reflection, goal-setting and accountability through a periodic review process.

The DEAP Program Office continuously engage to expand the impact of different versions of DEAP Tools with different groups of researchers, educators, admins and students by producing diverse support resources repository with the DEAP Tools for Teams and Units such as a case study from the Physics & Atmospheric Science Department experience with the DEAP Tool, a repository of some discipline-specific EDI resources and DEAP Program report 2025-2026. The initiative therefore contributes to a research culture in which diversity of experiences, perspectives and approaches can be meaningfully incorporated into research environments and research excellence.