Presidential Search 2018

This appointment of Dr. Gillian Siddall to the post of President and Vice-Chancellor was the culmination of a year-long search by ECU’s Presidential Search Committee, a 14-member body that comprised representatives from across the University, and included students, faculty, staff, alumni and a member of the Indigenous community at ECU.

To help us find the best candidate, we retained Caldwell Partners, an international recruitment firm with deep expertise in recruiting for presidential and senior level academic and art and culture positions. The Board conducted extensive research on university search committee composition and received guidance from Caldwell on best practices amongst post-secondary institutions.

The Search Committee oversaw the consultation process to define the candidate profile, screen and interview applicants, and recommend a candidate for final approval by the Board of Governors.

As the University begins writing its next chapter, the committee resoundingly believes that Dr. Siddall has the qualities, experience and track record to harness the best ideas from the ECU community and the leadership skills to put them into action.



The Search Committee

Search Committee Members
Search Committee Terms of Reference

Presidential Selection Policy

The objective of the Presidential Selection Policy is to define the process that the Board of Governors will use in the search and selection of a president. View all University Policies here.


Presidential Search Process: Diversity

Emily Carr University of Art + Design (ECU) respects and values diversity. Our Presidential Search Committee committed to ensuring an inclusive search process for our new President and Vice Chancellor.

The committee also committed to ensuring that groups identified in the Human Rights Act that have been traditionally underrepresented - women, persons with disabilities, Indigenous peoples and members of visible minorities – were proactively recruited as part of the process.

As part of its commitment to an inclusive process, the Committee implemented the following best practices:

  • Ensuring a diverse search committee with members from varied backgrounds
  • Actively recruiting specifically for diverse candidates
  • Limiting unconscious biases
  • And continually reviewing the diversity of the candidate pool at each stage of the recruitment process.