U15 LEADERSHIP REMAINS LARGELY WHITE AND MALE DESPITE 33 YEARS OF EQUITY INITIATIVES
Edmonton, 2019
An examination of the U15 institutions’ leadership diversity finds their most senior leadership, and the academic leadership pipeline, remain overwhelmingly white and largely male. This is one of the major conclusions of the 2019 Leadership Diversity Gap study recently completed by Dr. Malinda S. Smith, a professor of political science, a 2018 P.E. Trudeau Fellow, and the chair of the research committee of the Academic Women’s Association-University of Alberta. The study examined over 383 individuals serving in roles from deans (n=209), provosts and vice-presidents (academics), vice-presidents (research), presidents, Chancellors and Board Chairs, as well as individuals serving on what is variously called presidents’ leadership teams or cabinets (n=114). The study also examined disciplinary and professional diversity. It found that individuals in some of the most senior academic leadership positions – presidents, provosts and vice-presidents (academic) and vice-presidents (research) – are overwhelming drawn from science, technology, engineering and mathematics (STEM) disciplines. The third major finding is that senior leaders at the level of Chair of Governing Boards/Councils and Chancellors are drawn largely from a few professional fields, primarily the corporate sector, particularly banking and finance, and corporate law. Thus, despite over three decades of equity policies to advance diversities of peoples and perspectives, and reflect the diversity of student populations and the broader Canadian society, this social diversity is not represented in senior leadership positions at U15 institutions. The representational diversity results of the study are conveyed in four accompanying Diversity Gap 2019 infographics on the U15 leadership diversity.
The Diversity Gap in 2019: Canadian Universities – U15 Presidents’ Leadership Teams or Cabinets
The executive leadership teams or cabinets of U15 presidents were examined as part of an independent equity audit of leadership diversity at Canadian universities. How diverse and inclusive are the leadership teams — for example, vice presidents, university counsels — sitting at the decision-making tables of U15 university presidents? Do such leadership teams model the institutions’ expressed commitment to equity, diversity, and inclusion? The study examined the representation of women, visible minorities, Indigenous peoples and persons with disabilities. It further disaggregated the data to examine equity at the intersections.
Overall the data show that U15 presidents’ leadership teams (n=114) are largely white (90.4%). It also showed that the gender gap is closing (60% male, 40% female). An intersectional analysis further shows that while the gender gap is closing, the women are primarily white. Visible minority women constitute a mere 0.9% of such U15 presidents’ executive teams. There is greater diversity among male leaders; however, this is only 40% of the institutions (6 of 15) universities. Over 53.3% (8 of 15) of these leadership teams have no visible minorities or Indigenous peoples on them. Indigenous women and men are notable for their absence, and there is a persistent data gap on persons with disabilities. These data reinforce the findings of a growing number of studies: white women are the primary beneficiaries of equity, diversity and inclusion initiatives at Canadian universities. The U15 presidents’ leadership teams do not yet reflect the diversity of the Canadian population.
The Diversity Gap in 2019: Canadian Universities – Leadership Diversity – U15 Deans
These data on deans at U15 universities were collected as part of an annual independent equity audit to assess leadership diversity at Canadian universities. How inclusive are Canadian university leadership teams? Does such leadership reflect the diversity of the Canadian population and student body? Representational diversity data, and who sits at decision-making tables, are a baseline for assessing which groups are represented, overrepresented, underrepresented, and even excluded, as well as more substantive questions about “why”, “how”, and the implications.
What is the representational diversity of U15 deans, specifically of women, visible minority groups, Indigenous people, and persons with disabilities? Overall, U15 deans (n=209) are primarily white (92.3%) and male (67.4%). An intersectional analysis shows that white men remain the majority at 67.1%, more than double the percentage of white women who make up the second largest demographic group at 29.2% (n=61). While the number of visible minority deans is increasing, the overall numbers remain small: Of the 209 deans, visible minority men are only 4.3% (n=9) and visible minority women a mere 2.9% (n=6). Indigenous deans are notable for their near absence. There is a persistent lack of data for persons with disabilities. Data is needed on associate deans, chairs, associate chairs, and directors in order to assess who is tapped to enter the academic leadership pipeline and where specific groups “leak out”. More, greater attention is needed on the intersections of the glass ceiling, bamboo ceiling and concrete ceiling phenomena that shape the persistent leadership diversity gap.
The Diversity Gap in 2019: Canadian U15 Universities – Leadership Pipeline
The U15 leadership diversity pipeline data were collected as part of an independent equity audit. The study examined the representational diversity of 282 of the most senior leadership positions at key U15 decision-making tables.
Board Chairs are 85% white, 42.8% women, with visible minority women and men constituting a mere 14.2%.
Chancellors are 71.4% men, 28.6% women, and all are white.
Presidents and Vice Chancellors are 86.7% men, of which 20% are visible minorities, and a mere 13.3% women.
Provosts and Vice-Presidents (Academic) and Vice-President (Research) share a similar profile: 66.7% white men and 33.3% white women.
Deans are a key pathway to senior leadership: 67.9% are men and 32. 1% women. While visible minorities constitute a mere 7.2%, Indigenous women and men are almost absent among U15 deans. In 2019 U15 do not yet reflect the diversity of the population or the student body.
TOWARDS CLOSING THE DIVERSITY GAP IN RESEARCH CHAIRS
Edmonton, 2 May 2019
Over the past four years, the Diversity Gap infographics have disseminated independent research and analyses on equity, diversity and intersectionality at Canadian universities and colleges with the aim of assessing how on-the-book policies intersect with outcomes. The two Diversity Gap infographics on Canada Excellence Research Chairs (CERCs) and Canada 150 Research Chairs released today provide an independent equity audit of the two programs. They draw attention to key opportunities and challenges of equity, diversity and intersectionality in the research funding enterprise. They also inform debates about the equitable distribution of research funds, the diversity of talent and institutions that benefit, and those who continue to be disadvantaged by such programs.
Consecutive Canadian governments have created signature research chairs to attract world-leading talent to Canadian universities. In 2000, the Chrétien government allocated $900 million per year to establish the Canada Research Chairs Program that funds up to 2000 mid-career and senior scholars. The Harper government established the Canada Excellence Research Chairs (CERCs) Program that it launched in 2010 with the aim of recruiting “world-class” scholars to Canada. The Canada 150 Research Chairs Program was created by the Trudeau government to mark Canada’s sesquicentennial. Announced in Budget 2017, the program allocated a one-time funding of $117.6 million, “to enhance Canada’s reputation as a global centre for science, research and innovation excellence.”
The Diversity Gap in 2019: Canada Excellence Research Chairs
The Canada Excellence Research Chairs (CERCs) Program was launched by the Canadian Government in 2010. This Diversity Gap series presents disaggregated and intersectional data on diversity among chairs. All 19 inaugural chair-holders were men. Between 2010 and 2018 only two women have held CERCs. Women now constitute 39% of CERCs. In 2010, 8% of CERCs were visible minority men. Today, 13% visible minority men and 6% visible minority women hold CERCs. In 20 years of the program, there has never been an Indigenous chair holder. There is a persistent data gap for persons with disabilities.
The CERC program raises a number of equity questions. First, the federal government invests $10 million in each CERC over seven years and this is often matched by institutional and provincial funding. The program allocates significant research funds to a small number of scholars. Second, the CERCs are unevenly distributed across granting agencies and disciplines. Third, the CERCs are all recruited external to Canada, primarily from Europe, the United States, and Australia. These data highlight the need for comparable research funds to nurture and mentor diverse students, postdoctoral fellows, and faculty talent across Canadian regions, universities, colleges, and disciplines.
The Diversity Gap in 2019: Canada 150 Research Chairs
The Canada 150 Research Chairs Program was created by the Canadian Government to mark Canada’s sesquicentennial. Budget 2017 allocated $117.6 million “to enhance Canada’s reputation as a global centre for science, research and innovation excellence.” These prestigious chairs attract top global talent. They also raise questions about the uneven distribution of research dollars. This Diversity Gap infographic provides an equity, diversity and intersectionality analysis of the Canada 150 Research Chairs.
As of May 2019 there are 24 chair holders. First, 58.3% are women and 41.7% are men. Only 16.7% of chairs are visible minorities, and none are Indigenous. Second, the chairs are unevenly distributed across granting agencies and disciplines. Third, the chairs include two funding values of either $350,000 or $1 million annually for seven years. The majority of women hold chairs valued at $350,000 per year, whereas the majority of men hold chairs valued at $1 million per year. Visible minorities hold chairs at the $350,000 level. Fourth, the chairs are recruited from a limited number of countries: United States (45.8%), England (25%), Australia, and New Zealand (20.8%), and South Africa (8.3%). They are located primarily within U15 institutions (75%), and none are in Atlantic Canada. These data foreground the need for research funds to support diverse students, postdoctoral fellows and faculty researchers across all Canadian regions, universities and colleges.
For further information please contact:
Dr. Malinda S. Smith
Vice Provost (Equity, Diversity, & Inclusion)
University of Calgary
Calgary, Alberta
Past President, and Former Chair of AWA Research Committee
Email: malinda.smith@ucalgary.ca
Dr. Nancy Bray
Lecturer, Communication Fundamentals for Professionals & Writing Studies, Communications Officer, AWA
University of Alberta
Edmonton, Alberta
Email: nbray@ualberta.ca