The University of Alberta's Bold Move Away from EDI in Hiring Practices

The University of Alberta, one of Canada's leading research-intensive institutions, has sparked national debate by proposing a significant overhaul to its faculty and staff recruitment policy. This change eliminates explicit references to Equity, Diversity, and Inclusion (EDI)—a framework commonly used in higher education to address historical under-representation. Instead, the university is emphasizing merit-based selection while committing to broader principles of access, community, and belonging. This positions UAlberta as the first major Canadian university to publicly step back from race-centric or equity-preference hiring mandates.

Announced as part of a strategic refresh in early 2025, the draft policy is set for approval by the university's Board of Governors in March 2026. President Bill Flanagan has framed this as an evolution rather than abandonment, citing extensive community consultations that revealed EDI language had become polarizing and counterproductive. For prospective academics navigating Canada's competitive job market, this shift raises questions about future hiring trends in higher education.

Historical Context: From 2011 EDI Policy to Today's Proposal

The roots of this change trace back to 2011, when UAlberta adopted a recruitment policy prioritizing 'persons historically under-represented at the University.' This included women, persons with disabilities, Indigenous peoples, and members of visible minority groups. When candidates were deemed similarly qualified, hiring panels were encouraged to favor those from these equity-deserving groups to correct systemic employment disadvantages.

This approach aligned with national trends post-2006, when a Canadian Human Rights Tribunal (CHRT) decision mandated equity targets for the Canada Research Chairs (CRC) program. Institutions receiving federal funding, like UAlberta, committed to increasing representation of four designated groups: women, visible minorities, persons with disabilities, and Indigenous peoples. By 2025, national data showed progress—women comprised 43.7% of full-time university teaching staff in Canada—but persistent gaps remained for racialized and Indigenous faculty.

At UAlberta specifically, workforce censuses have highlighted under-representation. A 2023 report indicated visible minorities and Indigenous staff lagged behind student demographics, prompting EDI strategies. However, critics argued the policy's aspirational language often led to inconsistent application, self-identification challenges, and perceptions of lowered standards.

Key Elements of the Proposed Recruitment Policy

The new draft policy streamlines procedures by removing EDI-specific clauses. Here's what changes:

• No more preferential consideration for equity-deserving groups when qualifications are 'similar.'
• Elimination of preamble language on correcting historical disadvantages.
• Focus on 'excellence' defined expansively, incorporating barrier removal through universal design, intersectionality, and human rights frameworks.
• Continued encouragement for voluntary self-identification to monitor diversity without mandates.

University officials stress this isn't a retreat from diversity goals but a refresh under the Access, Community, and Belonging (ACB) banner, approved in late 2024. ACB integrates EDI with decolonization, pluralism, and interculturality for holistic inclusion.

President Flanagan's Rationale and Community Consultations

Leading the charge is President Bill Flanagan, who in a January 2025 Edmonton Journal op-ed described EDI language as 'polarizing, focusing more on what divides us rather than our shared humanity' and perceived as 'ideologically biased against merit.' Consultations from fall 2023 to spring 2024 involved over 1,000 faculty, staff, students, and alumni, revealing themes like burnout, resistance, and calls for practical tools over rhetoric.

The resulting 'Changing the Story' action plan embeds equity into core operations without checkbox compliance. Government feedback was positive; Alberta's Ministry of Advanced Education praised the changes amid fiscal pressures.

This aligns with the 2024 Mintz report, urging post-secondaries toward neutrality and merit to restore public trust.

Stakeholder Reactions: A Divided Campus Community

Responses vary sharply. Supporters, including the University of Alberta Staff Union (UASU), see it as safeguarding funding amid Alberta United Conservative Party (UCP) policies targeting EDI offices. UASU President Pedro Almeida warned of provincial defunding risks.

Opponents dominate faculty discourse. At the January 26, 2026, General Faculties Council (GFC), Professor Lise Gotell's motion opposing the draft passed, decrying it as a reversal of 2020 commitments tying EDI to merit. PhD student Ajibola Adigun argued it perpetuates stereotypes by implying equity sacrifices merit. The Association of Academic Staff expressed member alarm over power imbalances.

Externally, University of Ottawa's Amir Attaran threatened legal action, citing CRC equity targets and potential Charter violations.Read the National Post coverage.

Legal and Funding Risks in Federal-Provincial Tug-of-War

Federally, CRC targets—based on population benchmarks—require progress reports, with penalties like hiring freezes for non-compliance. UAlberta has historically met or exceeded these, but ditching preferences could invite scrutiny.

Provincially, UCP's 2023 resolution to defund EDI-adherent institutions pressured Alberta universities. The University of Calgary rebranded its equity office; Lethbridge integrated EDI elsewhere. This policy navigates these tensions, prioritizing merit to appease conservatives while claiming equity continuity.

Broader Impacts on Alberta and Canadian Higher Education

Alberta leads a quiet retreat from zealous EDI. Unlike UBC's race-specific postings or TMU's equity admissions pathways, UAlberta was moderate—job ads mentioned EDI but rarely quotas. Nationally, Universities Canada notes 89% embed EDI in strategies, but backlash grows amid U.S.-style lawsuits.

For job seekers, expect emphasis on qualifications. Explore higher ed jobs with transparent criteria. Diversity stats: Canada's faculty is 43.7% women (up from 15.9% in 1984), but visible minorities hover below workforce shares.

Potential Effects on Faculty Diversity and Academic Excellence

• Pros: Merit focus attracts top talent, reduces perceptions of tokenism, fosters innovation via diverse ideas not identities.
• Cons: Risk of stagnant demographics if barriers persist; critics fear under-represented groups sidelined.
• Data-Driven Outlook: UAlberta's censuses show progress needs sustained effort beyond mandates.

The policy mandates barrier audits, promising inclusive excellence. For career advice, see how to craft a winning academic CV.

What This Means for Academic Job Seekers in Canada

As UAlberta pioneers this, others may follow amid funding pressures. Emphasize achievements, research impact, and fit. Platforms like university jobs and Canadian academic positions highlight merit-driven opportunities.

Rate professors or courses at Rate My Professor for insights into campus culture.

Photo by Davide Colonna on Unsplash

Future Outlook and Recommendations

If approved, UAlberta's model could inspire balance: merit first, inclusion via culture. Monitor CRC compliance and diversity metrics. Job seekers: Tailor applications to excellence; institutions: Invest in outreach.

Explore faculty positions, career advice, and professor ratings. Post jobs at AcademicJobs.com.