Equity, Diversity, Inclusion
CRIPA adheres to the establishment of a management and organization of its activities so as to target the achievement of Equity, diversity and inclusion (EDI) of everyone in its activities.
CRIPA member research teams provides a work and training environment free from harassment. Each institution has developed its resources and services to ensure a healthy working climate.
The use of the preferred first name in institutions allowing it is a major factor of inclusion. He will be privileged in the interpersonal relations of CRIPA.
Resources in EDI
Explore the Institut EDI2 (Université Laval) website, it contains tools, and a wealth of information. Type an english word in the french research box and plenty of references in english will appear.
Unconscious bias training - EDI
Watch the NSERC tutorial:
Inclusive Language Guide
Language holds the power to unite or divide us, and to make your audience feel accepted or rejected. Explore this guide to use an inclusive language.
Each institution and university has set up resource persons or committees. Consult the websites of your institutions.
Resource person - EDI :
Dimitri Girier, Conseiller Principal Équité Diversité et inclusion, UdeM
Marie-José Naud, Agente d'équité, U. Laval
Sinead Hunt, Senior Equity & Inclusion Advisor McGill
Karine Heyrrere, Agente d’équité, INRS
Josée Dumoulin, Agente d’équité, UQAM
Fanny Eugène, Conseillère en équité, diversité et inclusion, FRQNT
Commission des droits de la personne
Crime victims assitance center CAVAC
How to report - sexual harassment:
Bureaux pour service conseil
Bureau d'intervention en matière de harcèlement - UdeM
Centre de prévention et d'intervention en matière de harcèlement - U. Laval
Ressources à l'INRS
Ressources à U. Sherbrooke
Bureau d'intervention en matière de harcèlement - UQAM
Service d’accompagnement et de soutien pour les victimes de violence à caractère sexuel - Cégep de St-Hyacinthe
Guichet de services et aide psychosociale - Cégep de Victoriaville
Rules of the CRIPA
The CRIPA does not have funds to provide medical or sabbatical leave, other options are described below.
CRIPA Maternity leave scholarship
Financial assistance is available for 2nd and
3rd cycle students.
Competition open at all times as long as the availability of funds allows.
Be a CRIPA full time student prior the leave.
Amount of the scholarship: $ 4,000 for one term (payment in two steps).
Application form (english form in at the end);
Ineligible: FRQNT, FRQS, FRQSC, CRSNG, CIHR or SSHRC scholarship students, because they can recieve leave benefits from these agencies (see below).
Family and medical leave, for researchers and students
NSERC’s policies include a number of provisions for grant, scholarship and fellowship holders who take family-related leave or medical leave. These provisions apply only to leave taken in accordance with the policies in place at the award holder’s institution:
Read the Tri-Agency Financial Administration:
PROMOTE WOMEN'S CAREER IN AGRICULTURE
Advancing women in agriculture organise conferences and annual courses in Canada to promote to enhance women's career in agriculture. Meetings or Webinars, recurring themes:
Next event conferences for Est-Canada, at Sheraton Fairview in Niagara Falls, Ontario on Novembre 20, 21 and 22, 2022. Scholarship from AWAC to participate are available, go to the student program section of their website (note that this scholarship does not cover travel expenses).
At the invitation of CRIPA, three students participated in the 2021 event which took place in virtual mode from November 22 to 23, 2021.
Discover the testimonies of the CRIPA participants:
"A big thanks for the opportunity, I really enjoyed the different conferences and testimonials from women in the industry".
"My favorite conference was: Human Resources (HR) Management Strategies and Best Practices for Farm and Agriculture Organizations. Because I discovered the difference between administrative HR and strategic HR, and their importance to help farmers. Which is a plus for me, wishing to help farmers to have a working environment that meets their needs and current challenges. In addition, this conference discussed new initiatives to be undertaken in the field of HR, which is proof that the industry continues to change and therefore we too must change with them to be able to provide high quality services".
"Many of the lectures were relevant to my career plans, and the sum of the lectures was very inspiring. In addition, a large part of the day was dedicated to networking, which is a major plus in a conference like this.
The most beneficial talks for me were: Discovering your speaker's Edge, Using Informal Networking to Build a Career or Business in Ag, Breaking the Silence on Mental Illness, The Power of Authentic Connections".
The Intersectoral Student Committee of the Fonds de recherche du Québec launched COMPEER, a Concordat on Mitigating COVID-19 Pandemic Effects on Research.
COMPEER seeks to support the next generation of researchers all around the world in the context of the social and health crisis that we are all experiencing and that seriously affects all research activities.
Goal: ensure that COVID-19 impacts are mitigated and that the crisis does not create undue divisions and inequity between people.
COMPEER consists of 38 recommendations addressed to different actors playing a role in research. Read the PDF file.