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Public Accountability and Transparency Requirements

Algoma University (AU) commits to embedding equity, diversity, and inclusion to foster a welcoming environment on our campuses. EDI values must be transversal in the entire organization to fullfil Algoma University’s commitment to undoing systemic and institutional discrimination and to be publicly transparent and accountable. AU acknowledges that racism and discrimination exist and affect underrepresented groups (women, Indigenous, Black and other racialized persons, persons with disabilities, and 2SLGBTQQIPA+ persons) in disproportionate, distinct and complex ways. AU is therefore committed to advancing the principles  and practices of EDI within its research establishment so that all have equal access to and benefit from the Canada Research Chair Program. AU also seeks to take its Special Mission and EDI values as its foundation and in keeping with the  history and significance of its geographical site. AU’s comprehensive model for creating equity, diversity and inclusion requires capacity across its three campuses to achieve inclusive excellence: a concept that recognizes the integral relationship between diversity and quality in research, teaching, service and governance. To this end, the AU community will be accountable for developing specific, measurable and sustainable actions to counter systemic barriers, explicit and unconscious biases, and inequities.

Communications Strategy for raising EDI awareness focuses on:

  • Completing baseline work required to make EDI as a stand-alone strategic priority in the AU Strategic Plan (2016-2023) that is currently under review.
  • Developing a university-wide EDI communications plan to visibilize EDI work and values internally and externally. This objective promotes EDI to the AU community across all campuses through: monitoring, evaluating, reporting EDI objectives and outcomes; promoting EDI efforts to stakeholders and the public through dedicated EDI, and CRCP portals, via emails, AU weekly newsletter and other social media avenues.
  • Ensuring participation of Equity deserving representatives on all CRC-related committees
  • Including a diversity commitment statement on job postings to encourage equity deserving groups to apply. 

“The positions are open to all qualified applicants, although preference will be given to Canadian citizens and permanent residents of Canada. Algoma University is strongly committed to fostering diversity and inclusivity within our community and is an equal opportunity employer. The university invites and encourages applications from all qualified candidates from equity-seeking groups, (Indigenous peoples, racialized persons, women, persons with disabilities, and 2SLGBTQQIPA+ persons) who may contribute to further diversification of our Institution.

In accordance with the Accessibility for Ontarians with Disabilities Act, 2005, upon request, accommodation will be provided by Algoma University throughout the recruitment, selection and/or assessment process to applicants with disabilities. The successful candidate will be required to provide a Police Records Check (Vulnerable Sector) as a condition of employment.

  • Transparency statements for Tier 1 third term nominations or emergency retention nominations as provided on the website. 
  • EDI awareness and training: The search committee involved in the hiring process usually consists of internal and external members who must complete the Tri-agency Institutional Programs Secretariats (TIPS) unconscious bias training module prior to being engaged. To continue to raise EDI awareness within the AU community and Canada Research Chairs program, provide all members of CRC related committees EDI training. Additional EDI educational awareness is being provided by the Cultural Safety Learning Program that was launched in February 2021. This is available to members of CRC-related committees, hiring committees as well to  all faculty and AU employees in general. It is a self directed program and the employee modules are facilitated by the Academic Lead EDI and the EDI Officer. There is a student module as well facilitated by the Coordinator, Global Engagement & Mobility and Internationalization Lead. 

Equity, diversity and inclusion are vital components of today’s  modern, accessible and welcoming institutions of higher learning. Making EDI a strategic priority for the University is essential, as it will assist AU in achieving institutional excellence through the development of specific, measurable and sustainable actions to counter systemic barriers, explicit and unconscious biases, and inequities for all equity deserving groups. By investing and committing to EDI, as a stand alone strategic priority, AU will attract, engage and retain a community of learners, faculty, staff, and leaders who reflect demographic diversity that includes all of the underrepresented equity deserving groups. 

EDI Stipend Reports – 2019-2020

EDI Stipend Reports – 2020-2021

EDI Stipend Reports – 2021-2022


All contacts below currently reside at the Sault Ste. Marie campus at 1520 Queen Street East, P6A 2G4

Mary Wabano-Mckay
Nyaagaaniid-VP Student Success,
EDI & Anishinaabe Initiatives
Email: [email protected]
Phone: 705 949 2301 ext. 4141
Michele Piercey-Normore
VP Academic and Research,
Email: [email protected]
Phone: 705 949-2301, ext. 4130

AU’s various policies and collective agreements provide guidance on how EDI matters are received, monitored, addressed and/or reported to senior management for further action. Each situation takes on a unique process depending on the specific issues to be addressed. AU’s Department of People and Culture, under the leadership of the Director, is responsible for employee HR-related matters such as sexual violence, accessibility, harassment/bullying, discrimination and human rights complaints, and complaints relating to Employment Equity. The People and Culture office also assists with alternative dispute resolution such investigative processes, facilitated discussions, education, training and mediation, etc., to provide information to employees on other support programs and avenues to help resolve prevailing concerns. The policies that provide guidance are:  Workplace Violence and Harassment Prevention Program and Code of Conduct-Respectful Workplace. Other relevant EDI policies include:  Sexual Violence Procedures and Sexual Violence Policy; and Workplace Violence Policy. The involvement of the EDI office in this has been on a case-by-case basis when an EDI lens is required.

The Academic Dean’s Office handles all faculty and student EDI related matters and is guided by the following policies:  Full time Faculty Appointment Policy; Special Needs Policy; Academic Conduct Complaints Policy and Code of Student Conduct Policy (Non-Academic.  The Academic Dean will bring all matters to the Vice-President Academic and Research.  The Academic Dean will work with the Academic Lead: Equity, Diversity and Inclusion as well as the department of People and Culture, to monitor and address all concerns.

The Vice-President Academic and Research (VPAR) is responsible for all research matters, including Canada Research Chairs and related EDI matters.  The VPAR will communicate with the Academic Lead: Equity, Diversity and Inclusion as well as the Director, People and Culture to monitor and address all concerns. 


All contacts below currently reside at the Sault Ste. Marie campus at 1520 Queen Street East, P6A 2G4

Human Resources ContactAcademic Contact
Yves Deschenes
Interim Director of People and Culture
Email: [email protected]
Phone:705 949 2301 EXT. 4373
Dr. William Wei
Dean, Faculty of Business and Economics
Email: [email protected]

Dr. Alean Al-Krenawi
Dean, Faculty of Humanities/Social Sciences and Cross-Cultural Studies
Email: [email protected]

Dr. Michael Twiss
Dean. Faculty of Science
Email: [email protected]

The University’s CRC equity targets are set by the CRCP, using its target-setting method. In keeping with the Privacy Act, if the actual number of chairholders who self-identified as belonging to one of the four groups is less than five, it is withheld to protect the privacy of chairholders.

Designated group2021 CRC Program RepresentationAU Representation (actual number)2029 CRC Equity Targets
Racialized minorities
Persons with Disabilities5.5%Withheld7.5%
Indigenous Peoples3.2%Withheld4.9%
IndigenousPersons With DisabilitiesRacialized MinoritiesWomen
Active Chairs%Active Chairs%Active Chairs%Active Chairs%
Representation as of June 1, 2021
Total number of Tier 1
Total number of Tier 2WithheldWithheldWithheldWithheldWithheldWithheldWithheldWithheld
Equity Target DeadlinesIndigenousPersons With DisabilitiesRacialized MinoritiesWomen
DECEMBER 2022 Equity Targets1.50%4.50%16.00%33.00%

DECEMBER 2025 Projected Targets
DECEMBER 2027 Projected Targets
**DECEMBER 2029 Projected Targets4.90%7.50%22.00%50.90%

Number of currently active Chairs: 3
Number of empty Chairs: 1


Internal Post – 2021 – CRC Tier II in Health Sciences-July 9, 2021

Algoma University used the Emergency Retention for our nomination in 20/21 and will use the same for our re-nomination for 21/22.

External – Our only external CRC was posted more than three years ago.

Internal – Two of our internal CRC’s were posted more than three years ago.