Dalhousie University is looking to fill a position for a Canada Research Chair in Artificial Intelligence and Healthy Aging. The university's advertisement specifies that the role is open only to candidates who self-identify as women with disabilities or gender equity-seeking individuals with disabilities. This means that men, non-disabled women, and non-disabled gender equity-seeking individuals are not eligible to apply.

The job posting reflects broader trends in identity politics within Canadian universities and aligns with federal guidelines for diversity, equity, and inclusion in research positions. Dalhousie has also implemented a fair hiring practices statement. According to this statement, candidates who do not identify as part of an equity-deserving group can only be selected if they are "substantially better qualified" than their equity-deserving counterparts.

Critics argue that this approach discriminates against a significant number of potential applicants. They point to the Canadian Charter of Rights and Nova Scotia human rights legislation, which prohibits discrimination but allows for measures aimed at helping disadvantaged groups. However, some believe that the current interpretation of these provisions has led to a form of discrimination that was not intended when they were enacted in the 1980s.

The debate raises questions about the balance between preventing discrimination and ensuring fair access to job opportunities. While it is important for employers to consider the challenges faced by applicants due to factors like race and gender, critics argue that this should not result in outright exclusion based on identity.

The concept of meritocracy is also under scrutiny. Many believe that the focus on identity politics has overshadowed the principle of hiring the most qualified candidates. Observers note that discussions about hiring the best candidates without qualifiers or exclusions have become increasingly rare in academic circles.

To address these concerns, some suggest that it is essential for leaders in academia to reaffirm the importance of non-discrimination and merit-based hiring practices. They argue that a return to prioritizing qualifications over identity is necessary for fostering excellence in Canadian institutions.

As the conversation continues, there are calls for individuals affected by these policies to speak out and seek justice through various channels, including government, legal systems, and media. Advocates encourage support for those who challenge perceived injustices in the hiring process.