Lab Equity, Diversity, and Inclusion statement
Meaningful mentorship extends beyond academics. One of my core actions is promoting EDI. As a person at the intersection of multiple privileged groups, I am responsible to actively leverage this privilege to advocate for students and work towards sharing undue burdens placed on members of equity-seeking groups, lifting them when possible, and creating space that does not currently exist for equity-seekers. While I can never know the experience of being in an equity-seeker, it is my priority to support, listen, and respect my peers - that is, to be an ally.
As a lab, we prioritize creating a welcoming, inclusive, and safe environment, where all members have the opportunity to thrive as scientists and researchers. We recognize the systemic barriers that exist in society and in academia and want to dismantle any restrictions that you might experience. We know that many people have been historically excluded (often violently) from participating in science, biology, and ecology, and the legacy of those harms remain. We believe in the power of diverse voices and the importance of community in upholding these values.
Any forms of harassment, discrimination, or harm will not be tolerated in the WEB lab, including activities on and off campus (e.g. field work). The WEB lab follows the Equity, Diversity, and Inclusivity Statement held by the University of Guelph:
We believe equity, diversity and inclusion is about creating a departmental culture that embraces the uniqueness of individuals and is representative of the Canadian population. Equity means that people of all identities are treated fairly. Their individual rights, responsibilities and opportunities are not dependent upon identity. Diversity consists of the conditions, expressions, and experiences of different individuals. It encompasses the unique qualities and characteristics that we all possess. Inclusion is the cultivation of an environment in which all people are respected, where their differences are embraced, and where they all have access to the same opportunities. We value equity, diversity, and inclusion because every person has a right to equal treatment, and we are strengthened by diverse backgrounds, perspectives, and experiences. Building an equitable, diverse, and inclusive department is collaborative and requires those in positions of privilege to be allies to those who are marginalized.
As a lab, we prioritize creating a welcoming, inclusive, and safe environment, where all members have the opportunity to thrive as scientists and researchers. We recognize the systemic barriers that exist in society and in academia and want to dismantle any restrictions that you might experience. We know that many people have been historically excluded (often violently) from participating in science, biology, and ecology, and the legacy of those harms remain. We believe in the power of diverse voices and the importance of community in upholding these values.
Any forms of harassment, discrimination, or harm will not be tolerated in the WEB lab, including activities on and off campus (e.g. field work). The WEB lab follows the Equity, Diversity, and Inclusivity Statement held by the University of Guelph:
We believe equity, diversity and inclusion is about creating a departmental culture that embraces the uniqueness of individuals and is representative of the Canadian population. Equity means that people of all identities are treated fairly. Their individual rights, responsibilities and opportunities are not dependent upon identity. Diversity consists of the conditions, expressions, and experiences of different individuals. It encompasses the unique qualities and characteristics that we all possess. Inclusion is the cultivation of an environment in which all people are respected, where their differences are embraced, and where they all have access to the same opportunities. We value equity, diversity, and inclusion because every person has a right to equal treatment, and we are strengthened by diverse backgrounds, perspectives, and experiences. Building an equitable, diverse, and inclusive department is collaborative and requires those in positions of privilege to be allies to those who are marginalized.
EDI Actions in the lab
In practice, tangible EDI action can be variable. EDI action in our lab takes multiple forms. Here I highlight actions that we take to prioritize and enhance learning opportunities for members of equity-seeking groups.
- Equitable recruitment of students is committing to a student well ahead of scholarship or admission deadlines. We advertise MSc and PhD positions to reach a broader audience (CSEE, social media) as equity-seeking students are less likely to contact me directly. While I encourage students to apply for scholarships, most rely on traditional measures of academic success that favour privilege. I commit to students prior the application for external scholarships, to give them the stability of knowing there will be financial commitment regardless of the outcome of an award.
- Moving towards a living wage. Faculty in the College of Biological Sciences at U of Guelph provide higher than average funding relative to other institutions. I recognize this is not enough, but given limited funding available as an ECR, it is a start. My long-term goal is to help instill change in the system to compensate HQP such that stipends are above living wage. I will seek additional sources of funding that will allow me to increase stipends further. See above for details about financial compensation.
- Fieldwork. Fieldwork is a socioeconomic barrier. Given that my research program requires most students to undertake fieldwork I provide appropriate gear to ensure safety and equity for all students. This includes a $300 “gear stipend” for students to purchase (and keep) personalized equipment they may need to conduct fieldwork (e.g., hiking boots, long-underwear, etc.). Lack of access to these items is a barrier to entry, presents health and safety challenges, and inhibits students from advancing. Over the long-term our lab will accumulate field gear to establish a “lab closet” of gear (e.g. specialized backpacks) that students can borrow for their field seasons.
- Fieldwork in teams. All fieldwork in our lab happens in teams of at least two. Not only is it a health and safety issue to do fieldwork alone, it can also be an EDI issue. All graduate students are either paired up with other graduate students for fieldwork or we hire an undergraduate research technician to accompany them into the field.
- Fieldwork volunteerism. Volunteerism and unpaid work for research assistants in the field is common in our field. However, it is an exclusionary practice and a major EDI issue. Students are more likely to volunteer if they have financial support to take unpaid work. To combat this issue, I hire all research assistants, I do not participate in projects where unpaid labour occurs, and I encourage my peers to do the same.
