The Shift at University of Alberta: Moving Beyond Traditional EDI Frameworks

The University of Alberta (UAlberta), one of Canada's leading research-intensive institutions, has proposed a significant revision to its faculty recruitment policy. This change aims to eliminate explicit references to equity, diversity, and inclusion (EDI) preferences in hiring decisions. Instead of prioritizing candidates from historically under-represented groups when qualifications are similar, the new draft emphasizes merit-based selection while committing to remove practical barriers for all qualified applicants. Announced as part of a broader strategic renewal, this move positions UAlberta as the first major Canadian university to step away from race-centric or identity-focused hiring mandates.

This development comes after extensive internal consultations involving over 1,000 community members, including faculty, staff, and students. The university's leadership argues that previous EDI language had become polarizing and was not effectively achieving its intended outcomes. By refreshing its approach under the banner of "Access, Community, and Belonging" (ACB), UAlberta seeks to foster a more inclusive environment grounded in shared humanity and excellence.

Historical Context: EDI's Rise in Canadian Higher Education

Equity, diversity, and inclusion initiatives gained prominence in Canadian universities following a 2006 Canadian Human Rights Commission decision that encouraged equity targets, particularly for federally funded positions like Canada Research Chairs. UAlberta adopted its current recruitment policy in 2011, which included provisions to favor hires from groups such as women, Indigenous peoples, persons with disabilities, and visible minorities when candidates were deemed similarly qualified. This aligned with national trends where nearly all public universities incorporated DEI elements into job postings.

A 2025 study by the Aristotle Foundation analyzed academic job ads from Canada's largest universities and found that 98% of 489 postings employed some DEI strategy, ranging from generic statements to required diversity essays or even race-restricted opportunities. UAlberta stood out as relatively moderate, avoiding mandatory DEI surveys or explicit exclusions, but still referenced EDI commitments in many ads.

Key Changes in the Draft Recruitment Policy

The proposed policy overhaul removes several core EDI elements:

• Elimination of the recommendation to prioritize "historically under-represented" candidates in tie-breaker scenarios.
• Removal of commitments to "correct employment disadvantages" tied to protected groups.
• Shift from aspirational EDI language to practical measures addressing barriers like application processes or workplace accommodations for all qualified individuals.
• Reaffirmation of hiring the "best, most qualified candidates" based on merit, with expanded definitions of excellence to include diverse pedagogies and experiences.

This draft, developed after two years of review starting in mid-2025, is slated for approval by the Board of Governors in March 2026. It builds on the ACB framework launched in January 2025, which integrates human rights, intersectionality, universal design, and pluralism without prescriptive quotas.

Leadership's Vision: Why EDI Language Fell Short

President Bill Flanagan has been vocal about the rationale. In a January 2025 op-ed, he noted that "for some, the language of EDI has become polarizing, focusing more on what divides us rather than our shared humanity. Some perceive an ideological bias at odds with merit." Consultations revealed issues like staff burnout, resistance to EDI mandates, and perceptions that such policies implied lower standards for certain hires.

The ACB framework, approved by the Board in December 2024, emphasizes outcomes over acronyms: access to dismantle barriers, community for shared purpose, and belonging for feeling valued. Vice-Provost Carrie Smith highlighted minimal diversity gains under prior EDI—visible minorities up just 2.5% since 2019—underscoring the need for practical, integrated strategies.

Stakeholder Reactions: A Divided Campus Community

Opinions are sharply divided. Critics, including faculty like Lise Gotell from women's and gender studies, argue the change signals government pressure and erodes institutional autonomy. The General Faculties Council (GFC) passed a motion opposing the policy, with PhD student Ajibola Adigun stating, "There's never been a time where merit was sacrificed on the altar of equity." Academic staff union VP Kristine Smitka sees it as part of an anti-EDI backlash.

Supporters, including some faculty development leaders, welcome addressing EDI's "chilling effects," like self-censorship in hiring discussions. University of Ottawa professor Amir Attaran threatened legal action to defund UAlberta if the policy proceeds, citing federal equity requirements.

Alberta's Political Landscape Influencing Higher Ed

Alberta's United Conservative Party (UCP) has aggressively targeted EDI. In 2023, party members voted to strip funding from institutions with such policies, prompting shifts at universities like Calgary (rebranding its EDI office) and Lethbridge (focusing on accessibility). A Mintz panel report recommended neutrality commitments for funding, amid concerns over non-merit hiring silencing perspectives.

While the province insists recruitment is an institutional matter, the timing—post-UCP motions and Flanagan's pre-ministry letter on ACB—fuels speculation of influence. This mirrors U.S. trends, like post-2023 Supreme Court bans on race-based admissions and recent anti-DEI executive orders.

DEI's Footprint in Canadian University Hiring: A National Snapshot

The Aristotle Foundation's index ranked universities on DEI pervasiveness:

Examples include UBC limiting jobs to Black-identified candidates and Toronto requiring DEI contributions in all postings. UAlberta's change could inspire others seeking merit-focused reforms.

Implications for Faculty Hiring and Academic Careers

For job seekers, this signals a return to transparent, qualification-driven processes, potentially broadening applicant pools. STEM fields, long criticized for under-representation, may benefit from barrier-focused recruitment without quotas. However, opponents warn of regressing diversity gains.

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Legal Risks, Funding Threats, and Future Outlook

Federal programs like Canada Research Chairs mandate equity targets, risking UAlberta's compliance. Attaran's letter highlights potential defunding, though the university maintains ACB upholds human rights without quotas.

Looking ahead, approval could catalyze national debate, encouraging merit reforms while sustaining inclusion via universal design. Job seekers benefit from clearer paths; institutions from reduced polarization.

Navigating Hiring Changes: Advice for Academics

• Update Applications: Focus on merit, diverse experiences, barrier-overcoming stories.
• Research Institutions: Track policies at targets like UAlberta.
• Leverage Networks: Use platforms for insights.

Check Rate My Professor for campus vibes and higher-ed-jobs for openings. For career tips, visit higher-ed-career-advice.

Photo by Chen Liu on Unsplash

Conclusion: A Merit-Driven Future for Canadian Higher Ed?

UAlberta's policy shift underscores evolving priorities in higher education, balancing inclusion with excellence. As Board approval looms, it may redefine hiring nationwide. Aspiring academics, stay informed and competitive. Discover opportunities at university-jobs, higher-ed-jobs, and Canadian academic positions. Share your thoughts in the comments.