The PEAR Lab Equity Diversity & Inclusion (EDI) Statement
At The PEAR Lab, we acknowledge the persistent issues and systemic barriers that impact equity-deserving and underrepresented groups. We are committed to addressing and removing these barriers through the following actions. Through these actions, we aim to create a culturally safe environment where all lab members feel valued, respected, included, and supported.
1.
We have created an EDI statement document, Code of Conduct document, and EDI resource document. These will be collaborative documents which incorporate the perspectives and opinions of all members. These documents will be uploaded onto the lab server and updated semi-annually. The EDI statement will be posted in the lab space and on the lab website. The Code of Conduct document will include detailed information on appropriate communication strategies to use at the lab. The EDI resource document will contain contact information and brief descriptions of resources at Western University and in the London community related to mental health and well-being, financial aid and scholarships, EDI education, learning modules, groups, and certificates, and documents on EDI considerations in research practices.
2.
We will hold regular lab meetings covering topics in EDI. Additionally, we will attend, share, and promote EDI workshops, lectures, conferences, seminars, and events. We aim to improve awareness of and access to existing EDI resources. We will frequently engage in ongoing reflection, self-learning, and self-education.
3.
The perspectives, ideas, beliefs, and concerns of all lab members will be valued, listened to, and respected. During lab meetings, all lab members will be given an equal opportunity for speaking time and will be encouraged to ask questions and share ideas. Lab members will be listened to actively and compassionately without interruption. We will appreciate and welcome differences and incorporate different strengths, backgrounds, experiences, and identities.
4.
When recruiting new lab members, we will recognize and include members of different sex, gender identity and expression, race/ethnicity, sexual orientation, accessibility needs, etc. We will utilize EDI practices when recruiting and hiring with the goal of creating a research team that reflects the diversity of the Canadian population. When reviewing application materials, we will consider the systemic barriers that might have been faced by candidates that hinder their full accomplishment or potential.
5.
We will incorporate EDI practices when recruiting for ongoing research studies with the aim of including underrepresented groups. We will consider EDI when collecting data, conducting data analysis, and presenting results.
6.
We aim to disseminate research in accessible formats to all individuals. We will consider different languages, education levels, and cognitive abilities (e.g., using large text sizes, plain language, Braille, electronic formats, imagery, colour contrast).
7.
We will create an inviting and safe lab environment where members are encouraged to report discriminatory events or behaviours. We will create opportunities (e.g., anonymous feedback box located in the lab, anonymous Qualtrics surveys) for individuals to report on these events or any concerns while protecting their confidentiality. We have a zero-tolerance policy for any harassment or discrimination. These events will be promptly reported to relevant authorities. We will offer relevant mental health resources to individuals.
8.
We will ensure that the lab environment is physically safe (e.g., secure locks on front doors, card access, first aid materials, elevators, ramps, injury report forms, etc.). Information regarding workplace safety is contained in an accessible document in the shared lab folder.
9.
When creating lab meeting, research assistant, and graduate student schedules we will consider and accommodate any religious or cultural observance requirements of all members. We will plan lab social events involving multiple different activities to ensure that everyone feels included and is able to participate.
10.
We will make a mindful effort to actively learn about all lab members experiences with genuine, open-minded curiosity and compassion. We will ask gentle open-ended questions, learn from others, and provide compassionate, non-judgemental affirmation and validation. We will be reflective and communicative of any privilege that we might have experienced along our academic journey. We will take accountability, be open to receiving constructive criticism, and learn from our mistakes. We will extend benefits of our power and privilege to those around us.
11.
We acknowledge that improving EDI practices will benefit everyone. We are learning, growing, and working as a team to improve our knowledge of EDI considerations and increase diversity in research and academia. Incorporating diverse experiences, strengths, and backgrounds will improve our problem-solving abilities and communication, highlight new perspectives, and improve understudied areas of research.