Evaluation of Indigenous and equity-deserving academic staff must also properly recognise their service contributions. Members of underrepresented groups may experience significant pressure to mentor students and to serve on committees, including committees mandated to promote equity, diversity, and inclusion. Too often, no adjustment is made to other areas of professional responsibility in order to accommodate this workload, and service contributions are often undervalued in hiring, tenure, and promotion decisions. The Dalhousie Faculty Association has negotiated terms that allow a Dean to authorize or approve measures to address this additional work:
20.09 With the agreement of the Member concerned and in accordance with the policies and procedures existing within the Departments or other units for establishing a normal teaching workload and establishing a normal academic administrative workload, the Dean may approve or authorize:
c. overload academic administration within Dalhousie University for Members who belong to a designated group and who are providing higher than normal academic administrative service whose composite workload for the year is otherwise considered to be full time. In such cases Members shall be entitled to an overload stipend; and/or
d. supports for teaching and/or research for Members who belong to a designated group and who are providing higher than normal academic administrative service whose composite workload for the year is otherwise considered to be full time.51
Note
51 Collective agreement between the Board of Governors of Dalhousie University and the Dalhousie Faculty Association, (July 1, 2017 – June 30, 2020).