Equity, Diversity and Inclusion

HBHL aims to facilitate a world-leading neuroscience research and training environment at McGill. Equity, diversity and inclusion (EDI) is essential to ensuring excellence and we aim to build a community where all are able to achieve their potential for success. We will build on existing institutional strengths and take action in areas requiring improvement in order to foster inclusion for all, and encourage advocacy and action throughout the university. We will leverage the opportunity provided by our funders to act as a leader in EDI, raising the standard and facilitating change at the institutional level, building on McGill's EDI plan with a particular focus in the neuroscience domain.

HBHL EDI Climate Survey 2024

In 2024, Healthy Brains, Healthy Lives (HBHL) conducted the third biennial online survey focused on Equity, Diversity and Inclusion (EDI). The goal of the survey is to better understand the current environment at McGill by exploring the community's sense of inclusion and belonging, access to support systems and experiences with harassment and discrimination. It also aims to investigate how, and to what extent, these experiences may differ based on individuals' identity factors.

Respondent profile

The survey was distributed to 990 members of the HBHL community, comprised of faculty, trainees and staff—either funded directly or indirectly by HBHL—and those who worked on HBHL-funded projects but did not receive funding. The survey also includes individuals who served on HBHL governance committees, as well as individuals who participated in HBHL events. Sent in August 2024, the survey received a total of 171 responses, of which 46% were trainees, 20% were faculty and 27% were staff, while 7% indicated “other” as their role category or did not specify their role. 

Key findings 

1. Inclusion sentiment: 

• 88% of respondents felt included in their lab/office, 79% felt included in their research institute and 69% felt included in the broader McGill community. 
• Sense of inclusion was lower among members of several groups, including respondents with disabilities, individuals who had experienced recent health conditions and 2SLGBTQIA+ respondents.

2. Access to support and opportunities:

• 81% of respondents reported having positive role models at McGill, receiving valuable mentoring and feeling that peers and supervisors were supportive. 
• However, only 61% of respondents reported having access to the support and/or accommodations needed to fully participate in their job and education. Disparities in access were associated with gender, race, age, disability, health, 2SLGBTQIA+ and first-generation university student status. 

3. Harassment and discrimination:

• 21% of respondents reported having experienced harassment and 26% reported having experienced discrimination at least once within the McGill environment. Such experiences were more common among members of several groups, including 2SLGBTQIA+ respondents, women faculty, trainees who are not Canadian citizens and individuals over the age of 45.

Comparative insights

Compared to the 2022 survey, the 2024 survey results showed a nuanced shift in perceptions and experiences regarding EDI. 

• Positive progress:
  Feelings of inclusion at HBHL activities increased, valuable mentoring opportunities increased, access to faculty training/advancement improved and the gender gap in faculty workload balance decreased. 
• Shifts in perceptions of equity and inclusion: 
  Some respondents reported lower satisfaction with McGill's overall climate and a reduced sense of inclusion within the broader community. 
• Emphasis on EDI:
  The survey reports a growing sentiment that there is too much of an emphasis on EDI. Importantly, this sentiment tends to be expressed most by individuals who do not identify within any equity-deserving groups (i.e., cis-gendered, heterosexual, able-bodied white men) and is expressed least by those who identify as members of multiple equity-seeking groups. This finding may be an important indicator of growing backlash against EDI measures—something to be aware of and consider measures to address.

Conclusion and implications 

The report highlights that while most respondents felt included in their immediate workspaces and felt supported by peers and supervisors, inclusion and access to opportunities were notably lower among members of designated equity groups, individuals with recent health conditions and primary caregivers. Experiences of harassment and discrimination—though slightly reduced since 2020—were still reported, particularly among women, racialized individuals, 2SLGBTQIA+ respondents and those with disabilities. Key recommendations focus on improving support systems, fostering inclusive dialogue and addressing in access and advancement. 

In the coming months, HBHL will engage with our community to explore the results from the latest Climate Survey and collect stories, experiences and advice on how to improve EDI at McGill. We will then share our findings with McGill units. If you would like to be involved in this initiative, please contactKim.reeve [at] mcgill.ca (subject: HBHL%20EDI%20Climate%20Survey%20-%20I%20want%20to%20get%20involved!) . 

Contact

To file a complaint or report, inquire about McGill policies and processes, or be connected to additional supports, visit McGill's website for Reporting Harassment, Discrimination, and Sexual Violence.

For questions regarding HBHL's EDI initiatives, ideas for future actions or collaboration opportunities, please feel free to contact krystle.vanhoof [at] mcgill.ca (Krystle van Hoof) (HBHL Managing Director & CEO) or kim.reeve [at] mcgill.ca (Kim Reeve)hbhl [at] mcgill.ca ( )(HBHL Project Manager). Any communications including identifying information or situations will be kept confidential, and no identifying information will be shared without your written permission.