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Recognition of Increased Workload of Academic Staff Members in Equity-Seeking Groups in a Minority Context

Academic Staff members represent the same diversity and experience the same racism and discrimination as populations in the broader society. Academic staff who are also members of equity-seeking groups1 are frequently called upon to perform extra duties, such as interpreting documents through an “equity lens,” providing liaison with community groups, mentoring and advising, providing media contact, writing reports that address equity concerns, serving on committees, and finding and contacting people who work in the area of equity in higher education. Members of equity-seeking groups are often called on to conduct research for up-to-date information about equity in higher education, even when it is not within their area of academic research. Requests for additional work come not only from a variety of administrative and departmental sources, but also from academic staff associations. Such work receives little official recognition and adds an unfair burden to the workload of members of equity-seeking groups, thus creating another equity problem.

Additional work, including work on equity issues, performed by members of equity-seeking groups is an academic contribution and should be taken into consideration when applications for tenure or promotion are assessed and in every process based on evaluation of a file (for example for internal research grants, requests for sabbatical leave, etc.). When such work is undertaken over and above normal remunerated duties, the academic staff member should be compensated.2

Approved by the CAUT Council, November 2015.

Endnote
1 Equity-seeking groups include, but are not limited to, racialized persons, women, Aboriginal peoples, LGBTQ2S, and persons with disabilities.
2 This is to recognize the work of CAS who work on contract and for whom this work falls outside their paid duties.