EQUITY – DIVERSITY – INCLUSION

The key challenge for organizations regarding EDI is not to rest on their laurels, but to promote continuous improvement in the measures that foster the advancement of EDI.

OUR COMMITMENT

has developed its own strategy to foster an environment based on respect for everyone and to ensure diversity and equal opportunities. The cluster’s approach is intended to be authentic and humble, and aims to support the necessary changes in the short, medium, and long term, while ensuring continuity of actions despite personnel changes within the consortium.

This update to the EDI strategy is part of a commitment to continuity and to strengthening the commitments made by Op+lait for the 2022–2025 period. The 2026–2030 strategy does not replace previous initiatives but rather aims to update, consolidate, and further structure them, taking into account lessons learned, evolving practices, and members’ expectations.

EDI STRATEGY 2026–2030

Op+lait Strategy 2026-2030

GENERAL OBJECTIVES

Promote diverse and equitable representation within the decision-making bodies and activities of the group.
Ensure fair and transparent practices in the allocation of opportunities (funding, training, visibility).
Supporting the professional development and well-being of members , with particular attention to people from underrepresented groups.
Integrate EDI considerations into the organizational culture, communications and research practices of Op +lait .
To contribute to the diversification of the next generation of scientists by strengthening outreach to diverse audiences and fostering lasting links with underrepresented communities, including First Nations.

STRATEGIC OBJECTIVES

Governance and leadership in EDI

Objective

To sustainably integrate EDI principles into the consortium’s decision-making structures and governance practices.

Key Actions

Empower the EDI Committee to monitor, evaluate, and continuously improve EDI initiatives.
Ensure regular reporting to members.

Monitoring Indicators

Existence and active operation of the EDI Committee.
Number of annual meetings held by the EDI Committee.
Production of a periodic EDI report or review presented to members.
Explicit integration of EDI considerations into strategic decisions.

Expected Outcomes

Short/medium term: systematic consideration of EDI in decision-making processes.
Long term: a sustainable organizational culture focused on equity, diversity, and inclusion.

Fair Processes and Representation

Objective

To ensure fair processes and promote adequate representation of diversity within the organization.

Key Actions

Conduct a diversity profile of Op+lait every two years, in accordance with the practices recommended by the FRQ.
Regularly review the criteria and procedures for evaluating membership applications and awarding grants.

Monitoring Indicators

Biennial production of a diversity profile.
Frequency of reviews of evaluation criteria and processes.
Documentation of adjustments made to reduce potential biases.
Members’ perception of the fairness and transparency of the processes.

Expected Outcomes

Short/medium term: transparent, fair, and consistent processes, perceived as such by members.
Long term: improved representativeness and diversity among members and those receiving support.

Skills Development and Awareness-Raising

Objective

Support members in understanding and applying EDI principles.

Key Actions

Organize workshops, training sessions, and awareness-raising activities focused on EDI principles, requirements, and best practices.
Regularly disseminate information and reference tools through written communications.
Raise members’ awareness of institutional resources that support language skills development.

Monitoring Indicators

Number of training or awareness-raising activities offered.
Participation rate of members in the proposed activities.
Regular distribution of EDI-related documents, guides, or newsletters.

Expected Outcomes

Short/medium term: improved understanding and adoption of EDI principles by members.
Long term: increased integration of EDI into research, training, supervision, and collaboration practices.

Inclusive Environment and Work-Life Balance

Objective

To provide an inclusive research environment that fosters the participation of everyone.

Key Actions

Promote the use of inclusive language in communications.
Encourage and enhance measures that support a healthy balance between work, studies, family, and other personal responsibilities.
Organize inclusive and accessible scientific activities and events.

Monitoring Indicators

Adoption and dissemination of guidelines for inclusive communications.
Maintenance or enhancement of work-life balance measures (e.g., parental leave grants).
Incorporation of accessibility and inclusion criteria when organizing events.

Expected Outcomes

Short/medium term: reduction of barriers to participation.
Long term: improved retention, engagement, and well-being of members and the next generation of researchers.

Outreach, Next Generation, and Long-Term Inclusion

Objective

Contribute to the expansion and diversification of the next generation of scientists.

Key Actions

Implement science communication and knowledge transfer activities targeting diverse audiences.
Develop a strategy to promote the participation of First Nations members, using a respectful and collaborative approach aligned with the FRQ’s principles.

Monitoring Indicators

Number and diversity of outreach activities carried out.
Target audiences reached (high school and college students, underrepresented communities).
Development and phased implementation of a strategy for collaboration with First Nations.

Expected Outcomes

Short/medium term: increased visibility of the consortium among diverse audiences.
Long term: sustainable diversification of the next generation of scientists and strengthening of respectful ties with underrepresented communities, including First Nations.

Op+lait Strategy 2022–2025 >

Op+lait Statement >