The Canada Research Chairs program provides funding in support of exceptional researchers at Canadian universities. Mount Allison University Chairs work in the following areas of expertise:
Canada Research Chair in Phytoplankton Ecophysiology:
Canada Research Chair in Green Boron Chemistry:
Canada Research Chair in Intercultural Encounter: Dr. Lauren Beck
Canada Research Chair in Indigenous Environmental Science: Dr. Jesse Popp
Equity, Diversity and Inclusion Public Accountability and Transparency
As reflected in our public endorsement of the Dimensions program charter principles,Public Endorsement of the Dimensions program charter principles, Mount Allison University is committed to equity, diversity, and inclusion related to the Canada Research Chairs Program and the broader research enterprise of the university. Mount Allison acknowledges honours and respects the Mi’kmaw and Wolastoquyik (Maliseet) peoples, the historic inhabitants, custodians, and dwellers on the land where our university is built, and confirms its commitment to strengthen relationships with them. Mount Allison is committed to diversity and inclusiveness. In our hiring processes we encourage applications from members of racialized communities, Indigenous persons, persons with disabilities, and persons of all sexual and gender identities. We seek candidates with qualifications and knowledge to contribute specifically to the further diversification of our campus community.
Read our Institutional Equity, Diversity and Inclusion Action Plan: Progress Report (15 December 2018)
Further information about the Canada Research Chairs program can found in the the 2019 Addendum to the 2006 Canadian Human Rights Settlement Agreement, the program’s Statistics page, and the program’s Requirements for Recruiting and Nominating Canada Research Chairs.
A Strategy for Building Awareness of EDI, its Benefits, and our Commitment
The university is committed to promoting awareness of EDI concerns across our entire campus community. The Departments of Student Affairs and Human Resources, as well as the Offices of Research Services and the Provost are actively developing and sharing strategies to demonstrate our commitment to and the benefits of these initiatives among our students, staff, and faculty researchers.
Some of the key components of Mount Allison’s strategy for raising awareness among our faculty and research community of our EDI commitments and the resultant benefits include:
• Working with Academic Departments and Programs on hiring processes to emphasize our requirement to address EDI objectives in faculty hiring decisions
• Providing opportunities for EDI and unconscious bias workshops for both hiring committees and the broader university community (mandatory for CRC hiring committees)
• A requirement to act on EDI issues in the position descriptions (list of responsibilities) for all senior managers.
More details can be found in our Action Plan under Strategies for Raising Awareness on Equality, Diversity, and Inclusion.
All policies that govern the staffing of Canada Research Chair positions at Mount Allison University are administered by Human Resources and the university’s Collective Agreement with the Mount Allison Faculty Association. It is acknowledged that these policies may change over time in response to the action plan on equity, diversity, and inclusion.
Current Chair Recruitment Postings (Internal)
Current Chair Recruitment Postings (External)
Archived Chair Recruitment Postings
Tier 2 Canada Research Chair (posted June 19 2018, closed August 20 2018).
Questions or Concerns?
If you have questions or concerns related to equity and diversity with our Chairs program, please contact:
Jeff Ollerhead, Provost and Vice-President, Academic and Research
Mount Allison University
65 York Street, Sackville NB E4L 1E4
Alternatively, current faculty members may submit questions or concerns related to equity, diversity, and inclusion to the Mount Allison Faculty Association (firstname.lastname@example.org) or to Katherine DeVere-Pettigrew, Director of Human Resources (email@example.com).
All questions, concerns, and complaints regarding equity, diversity, and inclusion are treated in confidence. It is the responsibility of the Provost and the Director of Human Resources to ensure that complaints are tracked to resolution and the HR Director is also responsible for keeping all records and statistics related to complaints received. A person filing a complaint retains the right to withdraw that complaint or redirect it to another process at any time. Additional information regarding how concerns are received and addressed by the institution can be found in our Action Plan, under Process for Receiving and Responding to Complaints.