The BrAIn lab is committed to diversity, inclusion, and equity, and encourages applications from members of all employment equity groups, including women, members of a visible minority, ethnic minority, or racialized group, Indigenous persons, persons with disabilities, and persons of any sexual orientation, gender identity, or gender expression. Teams made up of people with diverse identities and backgrounds are more creative, process facts more carefully, and are more productive (e.g., Diaz-Garcia et al., 2013; Hong & Page, 2004; Rock & Grant, 2016).
Part of the BrAIn lab’s strategy to ensure equity in hiring is to have all applicants follow the same assessment process. We therefore ask all applicants to fill out the appropriate application form for the position they are interested in and email the completed form to Dr. Loehr.
To join the lab as an undergraduate research assistant: Application Form
To join the lab for the undergraduate honours thesis: Application Form
To join the lab as a graduate student: Application Form
Please note that students interested in graduate studies at the University of Saskatchewan are strongly encouraged to apply for external scholarships/fellowships (e.g., NSERC or SSHRC; deadlines are typically in September or October of the year before you plan to begin graduate studies).
Application to join the lab as a postdoctoral researcher: Application under development.
In the meantime, please note that funding for postdoctoral fellowships is available from a variety of external sources, including Canadian federal granting agencies (e.g., NSERC, SSHRC) and international organizations (e.g., Marie Curie Outgoing Fellowships). Dr. Loehr is happy to support applications for these funding opportunities from excellent candidates. If you are interested in coordinating an application, please contact Dr. Loehr well in advance of the deadline for applications.
Diaz-Garcia, C., Gonzalez-Moreno, A., & Saez-Martinez, F.J. (2013). Gender diversity within R&D teams: Its impact on radicalness of innovation.Innovation: Management, Policy, & Practice, 15(2), 149-160.
Hong, L. & Page, S.E. (2004). Groups of diverse problem solvers can outperform groups of high-ability problem solvers. Proceedings of the National Academy of Sciences, 101(46), 1638-1639.
Rock, D., & Grant, H. (2016). Why diverse teams are smarter. Harvard Business Review, 4(4), 2-5.