Equity Audit & Report
In 2022 the CMAJ Editor-in-Chief commissioned an independent audit of CMAJ’s culture and processes in support of developing a strategy to address issues related to antiracism, equity, diversity and inclusion (AEDI).
Inclusive Leaders worked during 2022 and 2023 with a small group of CMAJ staff. They conducted surveys of CMAJ Group staff and authors who have submitted research to CMAJ, and held focus groups with individuals and communities of interest. They sought to assess the extent to which CMAJ embeds equity, diversity and inclusion into editorial and publication practices to inform recommendations.
Recommendations relate to 4 main areas: transforming people and culture at CMAJ, developing partnerships with key communities; collection and transparent reporting of relevant data; and development of internal policies and practices to further AEDI at CMAJ.
For ease of access, the final recommendations from the independent audit by Inclusive Leaders have been pasted below. Please read the full report for insight into methodology. CMAJ editorial team will track and report progress on implementing the recommendations going forward.
Recommendations from the independent report
1. People & Culture
Goal: Prioritizing diversity and inclusion within the governance structure and at the Senior Leadership level will lead to greater accountability and help CMAJ to better understand systemic barriers within the journal's publication process.
Recommendations
1.1 Embed an AEDI Lead into CMAJ’s existing governance structure
1.2 Develop and implement a learning framework around historical systemic oppression and racism in the health sector with a focus on Anti-Black Racism, Anti-Indigenous Racism and Islamophobia for CMAJ staff and editorial teams
1.3 Develop and implement a mandatory learning framework for peer reviewers on implicit bias
1.4 Develop required anti-racist and equity competencies for senior editor and Editorial Board roles
1.5 Build AEDI goals and performance measures into the annual performance review process for staff and Editorial Board members
2. Community & Partnerships
Goal: A culture which prioritizes strengthened relationships between The CMAJ Group and editorial team, and the Black, Muslim and Indigenous communities will allow CMAJ to better understand and meet the needs of equity-deserving communities.
Recommendations
2.1 Publish a written acknowledgment of past harm that outlines commitment to future work
2.2 Develop and resource a community engagement strategy that includes listening sessions with identified priority communities
2.3 Develop a communications strategy specifically intended to attract research submissions/scholars from equity-deserving groups with specific attention given to Indigenous, Black and/or Muslim scholars
2.4 Develop a recruitments strategy for peer reviewers from equity-deserving groups
2.5 Develop and action a partnership framework with research institutions that have already implemented EDI strategies or have demonstrated prioritizing research from equity-deserving communities
3. Data Collection & Analysis
Goal: CMAJ will use data collection and measurement to understand inequity and racism within its publication process and inform the priority in which actions need to be taken. All actions taken should be data-driven.
Recommendations
3.1 Develop a policy for collecting demographic data from editors, authors, submitters and peer reviewers
3.2 Develop an annual demographic survey and reporting tool of the existing editorial staff, peer reviewers, submitters, and types of articles
3.3 Work with members of equity-deserving communities with a connection to the medical research community to co-develop annual AEDI action plans for CMAJ’s Editorial Board
3.4 Develop a transparent reporting framework for sharing the current state of AEDI at CMAJ and utilize data to set appropriate _targets for improved representation of researchers within the journal
4. Internal Policies & Practices
Goal: Every role and person within the publication process will have an understanding of CMAJ's commitment to AEDI, understand their role in upholding that commitment and will be held accountable for doing so. Belonging and psychological safety for diverse staff within CMAJ will be embedded within organizational practices.
Recommendations
4.1 Develop guidelines for submissions geared towards researchers from equity-deserving groups that clearly articulate CMAJ’s commitment and actions towards removing barriers from the publication process
4.2 Develop a code of conduct for peer reviewers and CMAJ editors that include equity-competencies
4.3 Conduct a review of best practices related to peer review processes that aim to specifically reduce implicit bias and use findings to inform the revision of CMAJ’s existing peer review process
4.4 Develop a training on equitable peer review and editorial processes and require all existing and new editors and peer reviewers to participate
4.5 Develop an equity, diversity and anti-racism policy as a guiding text which acknowledges that medical research is not neutral
