Equity, diversity, and inclusion

Equity, inclusion, and diversity at the heart of the observatory's mission

The International Observatory on the Societal Impacts of Artificial Intelligence and Digital Technology (Obvia) is funded by the FRQ with an amount of 7.5 million dollars over five years. It brings together numerous universities (Université Laval, Université de Montréal, McGill University, Université de Sherbrooke, HEC Montréal, Polytechnique Montréal, École de technologie supérieure, École nationale d’administration publique (ENAP), and Université du Québec en Outaouais) and colleges (Ahuntsic, Bois-de-Boulogne, Brébeuf, Dawson, John Abbott, Limoilou, Rosemont, Sainte-Foy, and Saint-Hyacinthe). It receives support from over 88 research centers, non-governmental organizations, businesses, government actors, and various associations from Quebec, Canada, and abroad.

Obvia aims to distinguish itself through the quality of its research on the societal and ethical impacts of AI and digital technologies, and its ability to bring together diverse expertise that works across interdisciplinary and intersectoral boundaries.

The Montreal Declaration represents the ethical charter of the Observatory, with equity, diversity, and inclusion (EDI) being principles promoted by this declaration. EDI is integral to Obvia's activities, spanning management and administration, partnership development, funding allocation, integrating diverse personnel, researchers, and students, and fostering interdisciplinary research diversity within Obvia itself. We also support the Dimensions Charter of the Natural Sciences and Engineering Research Council of Canada (NSERC), which promotes research excellence, innovation, and creativity in the post-secondary environment across all disciplines, while emphasizing equity, diversity, and inclusion. Obvia also collaborates with The Quebec Equity Diversity Inclusion Network (RQEDI).

Promoting and embodying the values of equity, diversity, and inclusion (EDI) are at the core of our concerns, forming the foundation upon which we generate knowledge about the societal impacts of AI and digital technologies.

Lyse Langlois, Executive Director of Obvia

 

The challenges of EDI in AI and digital technologies

The use of artificial intelligence and digital technologies is increasingly prevalent in everyday life and across various sectors. The development of these new technologies requires scrutiny regarding their societal consequences, particularly their impact on the most vulnerable individuals. The field of artificial intelligence and digital technologies is widely recognized as predominantly male-dominated, with very low representation of women and underrepresented groups. This situation significantly influences the development of AI algorithms, which are heavily influenced by their creators. Biases, both conscious and unconscious, within these systems can perpetuate societal stereotypes and lead to further discrimination.

There is a need for a real awareness of the effects of biases and to ensure that best practices in equity, diversity, and inclusion (EDI) are implemented in this sector. Obvia, aiming to ensure the responsible production and use of artificial intelligence and digital technologies, integrates EDI values throughout its activities, from administration to awarding scholarships and research projects, and through the research it produces. The observatory promotes an inclusive culture and environment to ensure the participation of all, with a particular focus on individuals from underrepresented groups. Obvia is committed to addressing systemic barriers in our societies and initiating a genuine process of social innovation in AI and digital research.

What is a biais?

A bias is a prejudice in favor of or against something, someone, or a group compared to another, typically in a way that is considered unfair. Biases can be held by an individual, a group, or an institution and may have both positive and negative consequences.

Obvia is currently developing training on unconscious biases in partnership with the Université de Montréal, IVADO, and the Quebec Inter-University Network for Equity, Diversity, and Inclusion (RIQEDI). We also recommend taking the training offered by the Canada Research Chairs (CRC) "Unconscious Bias and the Peer Review Process." http:// www.cihr-irsc.gc.ca/lms/f/bias/

Definitions

The definitions provided come from the Guide for Applicants: Considering Equity, Diversity and Inclusion in Your Application by the Natural Sciences and Engineering Research Council of Canada (NSERC). NSERC is currently collaborating with partners, including RIQEDI, on developing a new lexicon.

Gender

Gender refers to the roles, behaviors, expressions, and identities constructed by society for girls, women, boys, men, and people with diverse gender identities. Gender influences how people perceive themselves and others, their actions and interactions, and the distribution of power and resources in society. Gender is often perceived as a binary concept (female/woman and male/man); however, there is significant diversity in how individuals and groups understand, experience, and express gender.

Sex

Sex refers to a set of biological attributes in humans and animals. It is primarily associated with physical and physiological characteristics such as chromosomes, gene expression, hormone levels and function, as well as the anatomy of the genital and reproductive systems. Typically, sex is categorized into two main categories: male and female. However, there are variations in the biological attributes that define sex and in how these attributes are expressed.

Equity 

Equity is synonymous with justice, meaning that individuals, regardless of their identity, are treated fairly. This entails ensuring that resource allocation mechanisms and decision-making processes are fair for everyone and do not introduce discrimination based on identity. Measures must be adopted to end discrimination and inequalities that have been identified and documented, and to ensure, as much as possible, equality of opportunity. Indeed, equity is necessary to achieve equality. For example, it may be inequitable to treat people as if they were equal in a context where the system has long disadvantaged certain individuals, preventing them from functioning on equal footing; in such cases, the inherent justice of a truly equitable situation is lacking.

Egality 

Equality means enjoying the freedom to conceive and make choices without being hindered by stereotypes, roles, and prejudices. It means that different behaviors, aspirations, and needs of people are considered, valued, and appreciated equally. Equality does not imply that people must be identical, but rather that their rights, responsibilities, and opportunities are not determined by their identity.

Diversity 

Diversity refers to the conditions, modes of expression, and experiences of different groups defined by age, level of education, sexual orientation, parental status or responsibilities, immigration status, Indigenous status, religion, disability status, language, race, place of origin, ethnic origin, culture, socioeconomic status, and other attributes. Recognizing and valuing diversity should be accompanied by concerted efforts to ensure the inclusion of diverse populations, meaning that individuals are both valued and feel valued, respected, and supported equally.

Inclusion

Inclusion refers to creating an environment where all individuals are respected equitably and have access to the same opportunities. At the organizational level, inclusion requires identifying and removing barriers (whether physical or procedural, visible or invisible, intentional or unintentional) that hinder participation and contribution of individuals. It also demands that members of Obvia and grant or scholarship recipients affirm values and principles of equity, justice, and respect by being open to different opinions and perspectives, gaining understanding of other cultures, experiences, and communities, and making a conscious effort to be welcoming, helpful, and respectful to all.

Unconscious bias

Unconscious bias is an implicit attitude, stereotype, motivation, or hypothesis that can manifest without the person displaying it being aware of it or without their control or intention. Unconscious bias stems from individuals' life experiences, and no one is immune to it. Everyone harbors implicit or unconscious biases. For example, biases based on sex, culture, race or ethnic origin, age, language, and institutions exist. Over time, decisions influenced by unconscious biases can have a cumulative effect that significantly impacts the lives and equality of opportunities for those involved.

Intersectionality

Intersectionality recognizes that injustices are never the result of single or distinct factors, but rather they arise from differences in social position, power relations, and lived experiences intersecting with one another.

Self-identification and census of our community

Equity, diversity, and inclusion (EDI) are values promoted and integrated into Obvia's activities. We invite all current and future employees, researchers, and students to self-identify to accurately portray our community. The response to the self-identification form is voluntary and will be kept confidential.

Obvia particularly encourages applicants for scholarships and project calls to complete the self-identification form.

The federal government adopted the Employment Equity Act to ensure that no one is denied employment benefits or opportunities for reasons unrelated to their qualifications and to address disadvantages experienced in the workplace. The Employment Equity Act in Public Sector Employment, adopted by the National Assembly on December 1st, 2000, and effective from April 1st, 2001, aims to promote fair representation of groups that are frequently discriminated against in employment.

Under these two laws (employment equity laws), we recognize the following designated groups:

Sex

Under employment equity laws, women are considered a designated group.

Indigenous peoples

Under employment equity laws, Indigenous peoples are recognized as Indians, Inuit, or Métis of Canada.

Visible minorities

Under employment equity laws, visible minorities are individuals, other than Indigenous peoples, who are not of white race or do not have white skin color. For example, this primarily includes the following groups: South Asian, Chinese, Black, Filipino, Latin American, Arab, Southeast Asian, West Asian, Korean, and Japanese.

Ethnic minorities

Under the Employment Equity Act in Public Sector Employment, members of ethnic minorities are individuals, other than Indigenous peoples and members of visible minorities, whose first language learned and still understood is neither French nor English.

Persons with disabilities

Under the law ensuring the exercise of the rights of persons with disabilities for their integration into school, work, and social life, a person with a disability is defined as "a person with an impairment causing a significant and persistent disability and subject to encountering obstacles in carrying out everyday activities."

For example, persons with disabilities may include those with psychiatric disorders and/or mental health issues (such as bipolar disorder, obsessive-compulsive disorder, schizophrenia, etc.), physical, functional, and/or motor impairments (such as arthritis, paraplegia, cerebral disorders, paralysis, muscular dystrophy, spinal cord injuries, spina bifida, etc.), vision impairments (blind and/or low vision), hearing impairments (deaf and/or hard of hearing), speech impairments (stuttering, etc.), disabilities related to chronic medical conditions (diabetes, chronic pain, HIV/AIDS, chronic fatigue syndrome, kidney disease, seizure disorders, etc.), intellectual disabilities (Asperger syndrome, autism, fetal alcohol syndrome, etc.), learning disabilities (dyslexia, etc.), traumatic brain/cognitive injuries, etc.

In addition to these groups, Obvia acknowledges that other groups not specifically covered by the laws still face obstacles that limit their participation in the workplace.

Gender identity

A transgender person refers to someone who identifies with a gender different from the one assigned to them at birth, or whose gender identity and expression differ from the stereotypes of male and female norms. It is also a broad term that encompasses individuals who identify as transgender, transsexual, trans, genderqueer, non-binary, two-spirit, or a similar term.

Other grounds of discrimination

There are other grounds of discrimination that can disadvantage a person in the workplace, including their religion, sexual orientation, age, ancestry, place of origin, family status, and marital status.

Ressources

Questions, comments, and complaints

If you have any questions, comments, or complaints regarding equity, diversity, and inclusion, we invite you to write to : info@obvia.ca

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