CAUT Policy Statement
Work to support and advance equity is part of the necessary and essential work of the institution and should be included, recognized, and compensated as such. This work includes but is not limited to 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, conducting research for up-to-date information about equity in post-secondary education, and finding and contacting people who work in the area of equity in post-secondary education. Members of equity-deserving groups are often called upon to do this work, with requests coming not only from a variety of administrative and departmental sources, but also from academic staff associations. When this work is not officially recognized, it can add an unfair burden to the workload of members of equity-deserving groups, thus creating another equity problem.
Additional work, including work on equity issues, performed by members of equity-deserving 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 The administration should create the conditions to enable academic staff to participate in this essential work and should recognize it appropriately.
Approved by the CAUT Council, November 2015.
Approved by the CAUT Council, November 2022.
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.