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番茄社区

Canada Research Chairs

The Canada Research Chairs program helps universities attract and retain the best talent from around the world. The program helps universities like UVic achieve research excellence and thrive as world-class research centres. The program invests approximately $295 million per year to attract and retain a diverse group of world-class researchers.

Chairholders advance the frontiers of knowledge in their fields. They do this through their own work, and by teaching and supervising students and coordinating the work of other researchers.

Current UVic Canada Research Chairs

Name Tier Chair title
2 Substance Use and Health Policy Research
2 Quantum Computing for Modeling of Molecules and Materials
2 Medical Physics
2 Assistive Technologies
2 Global and Comparative History
1 Translational Neurosciences
2 Water Sustainability for Indigenous and Rural Communities
2 Microfluidics for Drug Discovery and Health Care
2 Virology
2 Ocean Carbon Dynamics
2 Urban Planning for Climate Change
2 Indigenous Political Ecology
1 Genomics and Molecular Biology
2 Ocean History and Sustainability
2 International Sustainable Development
2 Geophysics
2 Computational Biology and Data Science
2 Advanced Functional Materials
1 Palliative Approaches to Care in Aging and Community Health
  1 Visualization for Software Engineering and Knowledge Engineering
1 Computational and Experimental Mechanics
2 Cell Biology
2 Neurobiology of Aging and Cognition
2 Substance Use, Addictions, and Health Services Research
2 Biostatistics and Bioinformatics

Tier 1 Chairs are for outstanding researchers acknowledged by their peers as world leaders in their fields. They are tenable for seven years and renewable once.

Tier 2 Chairs are for exceptional emerging researchers, acknowledged by their peers as having the potential to lead in their field. They are tenable for five years and renewable once.

Commitment to Equity, Diversity & Inclusion

UVic is committed to equity, diversity and inclusion in all our practices. This is reflected in our recruitment of Canada Research Chairs.

In 2012 and 2015, UVic was recognized for its exemplary practices in recruiting CRCs and exceeding its equity targets for chairholder representation from women, visible minorities, persons with disabilities and Aboriginal peoples.

Annually since 2012, UVic has been named one of Canada’s Best Diversity Employers, one of 65 organizations leading the nation in creating inclusive workplace cultures. In 2015, the university strengthened its institutional commitment to equity through the release of the UVic Employment Equity Plan 2015-2020. As of September 2022, the Equity Action Plan encompasses UVic’s employment equity program, which falls under the jurisdiction of BC's Office of the Human Rights Commissioner. The current program is approved from September 2022 through September 2027. It carries new strategies in recruitment and retention, a plan for greater employment equity data collection and the right to conduct limited and/or preferential hiring searches for underrepresented populations.

The UVic Equity Action Plan (EAP) acknowledges that the dominant systems of power continue to prevent the success of the equity work at UVic. Through a campus-wide effort, the university is committed to address the ongoing and historical impacts of oppression and systems of power, while building an inclusive culture on campus

UVic’s Office of Equity & Human Rights in conjunction with UVic’s Executive Council, faculty relations, deans, department chairs, directors of units and the human resources team, are working to communicate UVic’s commitment to equity, diversity and inclusion as a strategic priority and critical performance result area. They are promoting a vision of equity which champions: equity as necessary for excellence, benefits of equity for all and responsibility for all to practice equity.

Because of the integrated nature of the plan and the University’s leadership structure, progress on the actions associated with the EAP is tracked on an on-going basis. In coordination with the Equity and Human Rights Office, action leads are responsible for implementation and subsequent evaluation.  

Actions related to employment equity data specifically are monitored/updated every three months. Additionally, these actions are required to be reported on to the during a midterm evaluation (2024) and after completion/renewal of the plan (2027)

The CRC EDI Action Plan has been shared, promoted and discussed with Deans’ Council, the Research Advisory Committee, and the Council of Centre Directors. The development and promotion of UVic’s 2020 version of the Guide to Faculty & Librarian Recruitment has been used by the university to promote again the CRC EDI Action Plan and CRC’s requirements for recruiting and nominating Canada Research Chairs. The CRC EDI Action Plan is presented at the Academic Advisory Committee on Equity and Diversity (AACED). The committee’s role is to help vision and shape the implementation of equity, diversity and inclusion at UVic by serving as a key consultation point for all major equity, diversity and human rights initiatives and programs that relate to faculty, librarians and the academic environment. Members represent departments and faculties from across campus.

The UVic Management of Canada Research Chair Allocation guidelines ensure that UVic’s Canada Research Chairs (CRC) processes directly address the CRC program requirements for research excellence, equity, diversity and inclusion, in alignment with Aspiration 2030 and the UVic Equity Action Plan (EAP). The goal is to ensure that UVic makes the best strategic use of its CRC allocations to fulfil UVic’s research mission in pursuit of research excellence. Equity underlies and is a pre-condition for excellence, and excellence is furthered by a diversity of people, perspectives and experiences.

Decision on renewals, advancements and retentions will be based on performance assessment and on alignment with UVic’s strategy to address any potential representation gaps for the four designated groups (women, persons with disabilities, Indigenous Peoples and racialized individuals) that the university may have.

Tier 2 renewals and advancement
Tier 2 CRCs are eligible to only one renewal of their 5 year term. Although Tier 2 chairs are not considered a pathway to Tier 1 chairs, Tier 2 chairholders are welcome to apply and compete for a Tier 1 vacancy as an advancement.

Tier 1 renewals
Tier 1 CRCs are allowed to renew once their initial 7 year term, and only in exceptional cases will they be allowed to renew more than once.

Emergency retention
The university will follow the if the emergency retention mechanism is needed.

UVic’s CRC Equity, Diversity and Inclusion Action Plan was developed as a distillation of the relevant information and activities detailed in our institution-wide Employment Equity Plan (EEP), 2015-2022. The CRC EDI Action Plan was developed under the direction of the Vice-President Research and will be implemented by the Institutional Programs Unit in the Office of Research Services in collaboration with the Equity & Human Rights office. The Action Plan was approved by UVic’s Executive Council.

In fall 2022, UVic’s EEP was replaced with the new Equity Action Plan (EAP), with 5 goals that address systemic barriers and propose multiple ways to embed the EDI principles at all levels within the institution. UVic’s Equity & Human Rights office will oversee the EAP implementation and support VPRI in tracking activities and impacts related to the CRC EDI Action Plan.

UVic was recognized in 2012 with the inaugural Canada Research Chair Equity Recognition for its exemplary practices in recruiting Canada Research Chairs and exceeding its equity targets for chairholder representation from among women, visible minorities, persons with disabilities and Aboriginal Peoples. In 2015, UVic was  for its exemplary practices.

For more information about the 番茄社区’s equity targets please visit the CRC and .

As an eligibility requirement, all institutions that participate in the Canada Research Chairs Program were required to develop and submit their 2021-2029 equity target plans to the program by June 2021. The plans required setting targets for each of the four designated groups for each of the target deadlines to lead incrementally over the period 2021-2029. See UVic's target plan.

To protect the privacy of chairholders, numbers less than five and associated percentages have been omitted, in alignment with the .

UVic has a wide range of policies that support equity, diversity and inclusion, including:

View UVic’s CRCP Utilization Spreadsheet. This spreadsheet, generated by the CRC Program, outlines:

  • how many chair allocations UVic has
  • how many are filled and by which chairholders (with their term end and start dates)
  • type of  used
  • which allocations are available

  • access more information on the  page
  • this information includes the CRCP 
  • view the 
  • the CRC Program publishes 

UVic reports to CRC in relation to progress on the UVic Equity, Diversity and Inclusion Action Plan, including on efforts made to maintain the CRCP equity targets and on university-wide initiatives to enhance equity and inclusion. Reporting period is Dec–Dec.

The UVic Equity & Human Rights (EQHR) office leads UVic in developing and coordinating plans, policies and procedures to promote equity, diversity and inclusion in employment and education. This includes:

  • education on equity, diversity, human rights and sexualized violence
  • assisting with dispute resolution
  • investigating human rights complaints
  • providing information and support in cases of sexualized violence
  • consulting on equity plans
  • advising the university on reaching its strategic goals in these areas

CRCP EQHR contact:
Natasha Goudar - manager, equity and diversity 
番茄社区
Equity & Human Rights Office
3800 Finnerty Road (Ring Road)
Victoria, BC V8P 5C2
Phone: 250-472-4121

EQHR is UVic’s central office for managing equity, diversity and inclusion questions and concerns. All members of the campus with questions are encouraged to contact the office to arrange an appointment with the relevant person who can:

  • answer questions
  • identify the appropriate policy or process to support their concern
  • support them in either connecting with the correct person or in working through their concern

Some concerns will be managed through consultation with a chair, dean or VP research employee; some will be addressed through university policies such as Discrimination and harassment or Sexualized violence prevention and response.

A range of resolution processes are available, with those bringing the concern primarily responsible for selecting the avenue of resolution. Where the concern requires it, EQHR will raise the concern with the relevant chair or dean, who may also be engaged in resolving the concern.