The Director, Equity, Diversity, Inclusion, and Indigenization (EDII) is an integral part of the senior leadership team in the Faculty of Arts and Science. Reporting to the Executive Director, Finance and Operations (EDFO) in the Faculty of Arts and Science, the Director (EDII) leads the development and implementation of proactive Equity, Diversity, Inclusion and Indigenization initiatives in support of the Faculty’s strategic plan to create a learning and working environment where all have an opportunity to succeed. This position oversees the operational and strategic development of EDII special projects and initiatives, and proactively facilitate conversations among the units in the Faculty, engage diverse communities, including faculty, staff, students, and external stakeholders.
The Director (EDII) has knowledge of the Queen’s community and works effectively with a wide variety of stakeholders through an EDII lens. The Director (EDII) possesses strategic thinking, operational and senior leadership experience that enables the creation, implementation and oversight of a wide range of transformational initiatives. With a comprehensive understanding of a range of diversity issues, The Director (EDII) contributes to advancing principles and values of EDII through education, training, mentorship, and dialogue with students, staff, faculty and alumni groups.
The Director (EDII) is a forward-looking senior leader and EDII practitioner with a compelling vision for ensuring that the principles of Equity, Diversity, Inclusion, and Indigenization are embedded and reflected in the daily operation of the Faculty of Arts and Science, in the pursuit of strengthening our research prominence, enriching the student experience, supporting our people, and transforming our spaces. This is a high profile and emerging position that will enable the incumbent to analyze and identify the structure, processes and talent required for success going forward.
Program Development and Implementation
- Develop and lead the Faculty’s ongoing strategic implementation of the recommendations in the Principal’s Implementation Committee on Racism, Diversity, and Inclusion (PICRDI) and Truth and Reconciliation Committee (TRC) Task Force Extending the Rafters Reports, and the Queen’s Declaration of Commitment to Address Systemic Racism.
- Manage the Equity, Diversity, Inclusion and Indigenization (EDII) portfolio and the development and execution of the Faculty’s EDII strategy and action plan, including strategies to further embed EDII into Faculty planning processes that are sustainable and responsive to change
- Lead the Faculty of Arts and Science (FAS) Equity, Diversity, Inclusion, and Indigeneity Implementation Committee to operationalize identified EDII priorities and spearhead new initiatives and priorities in keeping with the national higher education landscape.
- Collaborate with the school’s administrative, academic and student leaders to advance EDII in the teaching, learning and work environments and act as a senior point of contact and expert resource for staff and faculty with EDII-related responsibilities.
- Champion and advance the principles and values of EDII through education, training, mentorship, and dialogue with students, staff, faculty and alumni groups.
- Plan, guide and advise the Dean, Vice-Dean, Associate Deans, and senior leadership team in the Faculty of Arts and Science on Diversity, Equity, Inclusion, and Indigenization to implement and monitor programs designed to ensure fair and equitable treatment of students, faculty and staff.
- Design, implement, and champion change management tools to maximize engagement and buy-in and build organizational commitment to EDII initiatives. Evaluate the Faculty’s existing culture and readiness for change as part of the change management process.
- Lead the Faculty’s use of the University’s Diversity and Equity Assessment and Planning (DEAP) Tool to assist in better understanding the environments and climate relating to equity and diversity in the Faculty and the development of an action plan and timeline to enhance Equity, Diversity, Inclusion, and Indigenization.
- Oversee and assess the Queen’s Equity Appointments Process (QEAP) and metrics within the Faculty to enhance recruitment and retention.
- Represent the Faculty on governance committees, campus wide forums and other campus-based activities relating to programs, and participate in student satisfaction and retention activities.
- Review policies and practices through an EDII lens; identifying systemic barriers and gaps and advise on recommendations for improving EDI practices that eliminate biases and barriers to equity and inclusion.
- Serve as an internal expert resource and advisor to staff, faculty and student leaders on EDII-related matters.
- Serve as a thought-leader in the field of EDII and will work to secure university partnerships for the Faculty of Arts and Science at local and global levels.
- Meet regularly with university leaders to report on the progress of the development of EDII programs and initiatives.
- Establish collaborations and partnerships across the university to advance EDII and contribute to driving change toward a culture of inclusion and belonging.
- Act as the Faculty’s liaison with the University’s Equity Office to provide leadership and analysis on EDII matters throughout the Faculty including identifying gaps and developing and/or updating policies, procedures and programs that remove barriers to equity and ensure greater and equal participation of marginalized groups and individuals within the Faculty,
- Ensure delivery of quality instruction related to EDII training, and oversee curricula of training programs.
- Promote the University and Faculty commitment to a climate of EDII through interaction with a broad range of stakeholders.
- Act as an EDII Advisor to the Office of Advancement in the Faculty of Arts and Science by working closely with Advancement leaders and staff to cultivate sustainable relationships with donors in the support of new programs and initiatives.
- Participate in fundraising and stewardship activities that include, but are not limited to, meeting with donors and working with Advancement staff to develop effective strategies for securing long-term partnerships with funding agencies and other philanthropic organizations.
Human Resources & Financial Management
- Directs the financial management of the unit’s budget.
- Analyzes statistical and financial information to establish the unit’s annual operating budget.
- Collaborates with other units on EDII funding opportunities.
- Plans, prioritizes, and manages the work of a team of project managers, providing strategic and tactical advice, guidance and coaching.
- Advise and empower faculty and staff who are less experienced in leading conversations about equity, diversity and inclusion to build capacity in EDII
- Identifies the need for staff resources, participates on staffing committees, and makes effective recommendations regarding employee selection.
- Assesses EDII staff training and development needs.
- A postgraduate university degree with a focus on Equity, Diversity, Inclusion and Indigenization in a related field.
- Minimum 10 years progressively responsible leadership experience within a post-secondary environment.
- Demonstrated successful experience bringing about positive change in the field of EDII and applying principles of equity, diversity, inclusion and Indigenization to administrative and campus-based projects and initiatives, and community stakeholders.
- Experience designing and delivering educational programs is required, with an understanding of complex issues related to equity and diversity as they relate to both the learner experience and the workplace.
- A thorough understanding of diversity frameworks is essential.
- Experience working with senior university administrators and other campus-based stakeholders, including faculty, staff and students at Queen’s University is preferred.
- Proven ability to work effectively and independently within a socio-culturally diverse environment.
- Communication; listens to others and expresses, ideas orally and in writing, in a professional and effective manner to ensure that complex messages, recommendations and impacts are conveyed clearly and credibly. Readily shares information and knowledge with others.
- Builds Relationship; develops and maintains relationships with individuals at every level of the university to support and achieve organizational goals and objectives.
- Change Management; facilitates the change process, by invoking change management principles and practices and recognizing and dealing with resistance to change.
- Planning and Organizing; establishes a clearly defined course of action to accomplish goals and to organize work efforts in a complex environment with multiple competing demands, priorities and deadlines. Allocates time and manages resources effectively, ensuring accuracy.
- Initiative; demonstrates a continuous commitment to improvement and development, and encourages the participation of others by demonstrating the value of appropriate urgency and action.
- Strategic Perspective; understands the strategic direction of the organization and unit, and uses this information to develop responsibilities, tasks, goals, and HR initiatives that align with long-term plans and growth.
- Diversity Management; thorough understanding of issues related to EDII, intersectionality, and protected grounds as outlined in the Ontario Human Rights Code and Accessibility for Ontarians with Disabilities Act. Understanding of how diversity, inclusion and cultural competency prove critical to developing a progressive and equitable workplace.
- Leadership; ability to inspire a diverse and high performing team to work towards shared objectives and optimize team effectiveness by engaging diverse perspectives and empowering others.
- Client Orientation; fosters a client focused culture, assisting to establish service standards and develop strategies and policies to ensure standards are met.
- Business Acumen; carries out strategy with a clear understanding of trends and dynamics that affect the university and unit. Demonstrates business foresight along with the ability to integrate diverse perspectives.
- Decision making and Judgement; superior judgement, tact and political acuity required to address sensitive topics and effectively manage relationships.
- Collaboration and Teamwork; fosters a culture of cooperation and encourages positive team dynamics to build synergies. Understand and enable diverse viewpoints and approaches to achieve Faculty and university EDII objectives and goals. Gives and receives feedback regarding the impact of behaviour on the group.
- Integrity; Recognizes sensitivities and risks, using professional ethics to question and challenge issues. Seeks out systematic solutions to problems. Consistently acts with the highest professional standards, exercising tact, judgement, and confidentiality.
- Determine and prioritize the allocation of resources for EDII initiatives in the Faculty of Arts and Science, including budget allocations.
- Makes decisions by weighing several factors for complex situations for which there may be incomplete or contradictory information. Involves the correct people in the decision-making process and develops and recommends solutions that balance competing priorities, address the root cause of the problem and prevent recurrence.
- Assess and mitigate risk through providing appropriate advice, training and coaching to management.
- Determine the content of correspondence, reports, and proposals, including the development of procedures.
- Recommend changes and modifications to the Faculty’s policies, procedures and guidelines related to EDII.
- Determine when and who to involve or consult in unusual situations that may set future precedents.
- Make judgments on the application of policies and procedures.
- Prioritize time and duties, within an environment with multiple competing interests, to ensure work is completed within required deadlines.
- Decide on nature and content of presentation for training and development sessions.
- Decide on the nature and content of agenda topics and background information for meetings.
- Evaluates job candidates and makes effective recommendations on suitable hires.
- Makes decisions and/or effective recommendations regarding transfers and promotions.
- Evaluates employee performance and decides on appropriate training or coaching to address lack of proficiency in carrying out responsibilities, or remedial action for staff disciplinary situations.
- Assesses investigation outcome of grievances and makes effective recommendations on appropriate course of action or next steps on grievances.
- Makes effective recommendations on level of discipline up to discharge and probationary termination.