Skip to content
CIFAR header logo
fr
menu_mobile_logo_alt
  • Our Impact
    • Why CIFAR?
    • Impact Clusters
    • News
    • CIFAR Strategy
    • Nurturing a Resilient Earth
    • AI Impact
    • Donor Impact
    • CIFAR 40
  • Events
    • Public Events
    • Invitation-only Meetings
  • Programs
    • Research Programs
    • Pan-Canadian AI Strategy
    • Next Generation Initiatives
  • People
    • Fellows & Advisors
    • CIFAR Azrieli Global Scholars
    • Canada CIFAR AI Chairs
    • AI Strategy Leadership
    • Solution Network Members
    • Leadership
    • Staff Directory
  • Support Us
  • About
    • Our Story
    • Awards
    • Partnerships
    • Publications & Reports
    • Careers
    • Equity, Diversity & Inclusion
    • Statement on Institutional Neutrality
    • Research Security
  • fr

Follow Us

  • Home
  • publications-reports
  • reach
  • Reach 2024: How do we foster more inclusive labs?

Reach 2024: How do we foster more inclusive labs?

By Ekua Quansah                                                                                                                                                                    Illustration by: Luke Swinson

Eight concrete steps to help research labs promote equity, diversity and inclusion (EDI) and create environments where every individual can thrive and contribute effectively.

Labs are at the heart of much cutting-edge research and technology. They are incubators of discovery — where researchers can explore and experiment to solve the greatest challenges facing science and humanity today. They are spaces where ideas know no bounds and can flourish, enabling us to better understand our world. That’s why at CIFAR, we believe that fostering inclusive environments within labs is vital to advancing diversity, equity and collaboration and ensuring all voices across disciplines are heard and valued.

Fostering diversity in research spaces still has a long way to go. There’s a persistent lack of diversity in the academic workforce and Indigenous and racialized academics remain underrepresented. And while women are better represented among full-time academic staff at universities than a decade ago, they remain more represented in lower ranks, according to a 2018 report from the Canadian Association of University Teachers. The report also highlights the ongoing wage gap between men and women and between white and Indigenous and racialized staff.

A whimsical illustration featuring people working together. There is a person reading a book, two people working on a laptop and someone holding a test tube and beaker. It is illustrated in hues of green, orange and peach. Illustration fantaisiste montrant des personnes travaillant ensemble. Une personne lit un livre, deux personnes travaillent sur un ordinateur portable et quelqu’un tient une éprouvette et un bécher. L’illustration se décline dans des tons de vert, d’orange et de pêche.

As we strive towards a more inclusive global research ecosystem, how can we bridge these gaps to create research environments where every individual can thrive and contribute effectively? Here are eight concrete steps that research labs can apply to effectively create safer, more inclusive spaces.

It starts with conducting a current state assessment. To know where you’re going, you need to know where you are right now. It’s important to ask yourself: What is the current state of EDI in your discipline? In your lab? What activities are you engaged in, if any, to increase EDI in your lab? This is an important discussion to have with your research group.

As we strive toward a more inclusive global research ecosystem, how can we bridge these gaps to create research environments where every individual can thrive and contribute effectively?

After knowing where you are in the EDI journey, put time and intentional thought into creating a meaningful EDI statement, in collaboration with your lab members. This statement should provide more detail about what advancing EDI means for the lab and should be visible on your website and in recruitment materials. But a statement is not enough, it must be coupled with action to ensure it is genuine and not performative.

To maintain a safe space, develop a code of conduct that outlines the expected behaviours of lab members, and have it signed by current members and shared with prospective ones. Another key step is to prioritize inclusive recruitment and hiring. It is essential to consider EDI at all stages of the recruitment and hiring process, including the job posting, the candidate search, hiring committees, interviews, evaluation and the final selection. Helpful tips that can be adapted for research labs are outlined in more detail by the Government of Canada’s Canada Research Chairs program.

Aside from practical hands-on work, labs are also spaces where relationships between mentors and mentees can flourish. As such, leaders must commit to inclusive mentorship and sponsorship within their labs. Sponsors are advocates who use their influence to help others advance; and mentors provide advice, feedback and support. As a mentor or sponsor, engage in self-reflection. What lens are you bringing to the mentor relationship? How do your background and experience factor into how you show up as a mentor? In tandem, try to understand how your mentees’ identity impacts their experiences in your lab and academia broadly. These relationships are key to advancing careers and, intentionally creating them with these guidelines will help ensure members of your lab can thrive in their work and in your space.

Lab leaders also have the responsibility to implement inclusive meeting principles. Be transparent about how you make decisions. Consider meeting accessibility — this includes being clear about how participants can request accommodations and being flexible about meeting times. Consider group dynamics in your lab. Pay attention to who is speaking and who is not, and intervene when necessary to ensure everyone is included and heard.

Alongside mentorship, encouraging EDI-focused professional development is essential. Support your lab members to participate in workshops and activities to enhance their understanding of EDI principles and practices. Attend these opportunities together, if possible and create space for follow-up discussions.

Lastly, consider creating an EDI plan. Engage in action planning with your lab members to determine what actions you should take to create an inclusive environment, how you will measure success and how your activities fit into your institution’s broader strategy. This plan should be reviewed and updated regularly to reflect your lab’s changing state.

In our fast-paced world, amid wide-sweeping global changes, it’s more pertinent than ever that we have diverse minds tackling the world’s most pressing problems with an intersectional lens. Looking ahead, CIFAR is entering a new era as an organization, guided by our recently launched CIFAR Strategy: Bold Exploration to Transform Futures. Part of this new framework includes continuing to build more diverse and inclusive global research networks — and a key element of this is fostering safer spaces in labs around the world. My colleagues and I are committed to advancing equity, diversity and inclusion in research, and I hope these guidelines inspire you to do the same.  

Thank you to Seun Adetunji, former Manager, EDI Initiatives, for her research on this topic.

  • Follow Us

Photo courtesy of the researcher

Related Articles

  • New program provides expert AI advice for policymakers
    April 30, 2025
  • Strengthening Canada’s AI talent ecosystem
    April 16, 2025
  • Humans & the Microbiome: Educational Modules for Public Health Professionals
    April 10, 2025
  • The value of community engagement in AI deployment
    March 31, 2025

Support Us

The Canadian Institute for Advanced Research (CIFAR) is a globally influential research organization proudly based in Canada. We mobilize the world’s most brilliant people across disciplines and at all career stages to advance transformative knowledge and solve humanity’s biggest problems, together. We are supported by the governments of Canada, Alberta and Québec, as well as Canadian and international foundations, individuals, corporations and partner organizations.

Donate Now
CIFAR footer logo

MaRS Centre, West Tower
661 University Ave., Suite 505
Toronto, ON M5G 1M1 Canada

Contact Us
Media
Careers
Accessibility Policies
Supporters
Financial Reports
Subscribe

  • © Copyright 2025 CIFAR. All Rights Reserved.
  • Charitable Registration Number: 11921 9251 RR0001
  • Terms of Use
  • Privacy
  • Sitemap

Subscribe

Stay up to date on news & ideas from CIFAR.

Fields marked with an * are required

Je préfère m’inscrire en français (cliquez ici).


Subscribe to our CIFAR newsletters: *

You can unsubscribe from these communications at any time. View our privacy policy.


As a subscriber you will also receive a digital copy of REACH, our annual magazine which highlights our researchers and their breakthroughs with long-form features, interviews and illustrations.


Please provide additional information if you would like to receive a print edition of REACH.


This website stores cookies on your computer. These cookies are used to collect information about how you interact with our website and allow us to remember you. We use this information in order to improve and customize your browsing experience and for analytics and metrics about our visitors both on this website and other media. To find out more about the cookies we use, see our Privacy Policy.
Accept Learn more

Notifications