The Senior Advisor, Equity, Diversity, Inclusion, and Indigenization (EDII) will provide critical guidance to the senior leadership team in the Office of Advancement. Reporting to the Vice-Principal (Advancement), the Senior Advisor, (EDII) is responsible for the strategic development, oversight and leadership of proactive Equity, Diversity, Inclusion and Indigenization special projects and initiatives in support of Advancement’s strategic plan. This position oversees the operational implementation of this strategy and helps to embed an EDII focus in the internal culture and practices of and externally-facing programs run by the Office of Advancement.
The Senior Advisor is a forward-looking senior leader and EDII practitioner with a compelling vision for ensuring the principles of EDII are embedded and reflected in the daily operation of the Office of Advancement. 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.
Strategy Development and Implementation
- Develops recommendations for the Office of Advancement’s 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.
- Manages the development, provides oversight and leadership, and supports the execution and implementation of EDII strategies and action plans, to further embed EDII into Advancement’s planning processes that are sustainable and responsive to change.
- Champions and advances the principles and values of EDII through education, training, mentorship, and dialogue with staff, faculty and alumni and donor groups.
- Provides expert advice and counsel to the Vice-Principal (Advancement) and senior leadership team in the Office of Advancement on EDII to implement and monitor programs designed to ensure fair and equitable treatment of stakeholder groups.
- Designs, implements, and champions change management tools to maximize engagement and buy-in and build organizational commitment to EDII initiatives. Evaluates the Office of Advancement’s existing culture and readiness for change as part of the change management process.
- Bridges the gap between the organization’s strategic priorities and high–level mission, vision, values, people and process solutions, accounting for identified constraints and risks of existing and new strategies.
- Leads the Office of Advancement’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 and the development of an action plan and timeline to enhance EDII.
- Oversees and assesses the Queen’s Equity Appointments Process (QEAP) and metrics within the Office of Advancement to enhance recruitment and retention.
- Reviews policies and practices through an EDII lens; identifying systemic barriers and gaps and advises on recommendations for improving EDII practices that eliminate biases and barriers to equity and inclusion.
- Establishes KPIs and metrics to assess ROI on EDII initiatives to ensure success and future direction.
- Meets regularly with the Vice-Principal (Advancement) to report on the progress of the development of EDII programs and initiatives.
- Serves as an internal expert resource and advisor to staff on EDII-related matters.
- Acts as a trusted advisor and mentor, building relationships and partnerships across the university community to advance EDII and contribute to driving change toward a culture of inclusion and belonging.
- Acts as the Office of Advancement representative with the University’s Equity Office to provide leadership and analysis on EDII matters 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 Office of Advancement.
- Promotes the university and Office of Advancement’s commitment to a climate of EDII through interaction with a broad range of stakeholders and diverse communication platforms.
Human Resources & Financial Management
- Advises and empowers staff who are less experienced in leading conversations about equity, diversity and inclusion to build capacity in EDII.
- Participates on Advancement hiring committees as a Staff Employment Equity Representative and makes effective recommendations regarding employee selection from an EDII perspective.
- Assesses EDII staff training and development needs.
- Four-year bachelor’s degree with a focus on EDII or a related field.
- Minimum 7 years of progressively responsible leadership experience within a post-secondary or institutionally relevant, multi-stakeholder, environment.
- Consideration will be given to equivalent combination of education and experience.
- Demonstrated successful experience bringing about positive change in the field of EDII and applying principles of EDII to administrative and institutionally-based projects and initiatives, and community stakeholders.
- Experience designing and delivering educational programs is required, with an understanding of complex issues related to EDII as they relate to both external stakeholders and the workplace.
- Proven track record of success in strategy development and implementation, project planning, program analysis, and meeting objectives.
- A thorough understanding of diversity frameworks is required.
- Experience working with senior administrators and other institutionally relevant stakeholders.
- Proven ability to work effectively and independently within a socio-culturally diverse environment.
- Upholds/lives Advancement’s core values of integrity, inclusivity, accountability, collaboration and service.
- Communication; listens to others and effectively expresses ideas, orally and in writing, to ensure complex messages, recommendations and impacts are conveyed clearly and credibly. Readily shares information and knowledge with others.
- Builds Relationship; develops and maintains relationships at every level of the university.
- Change Management; facilitates the change process, by invoking change management principles and practices and recognizing and dealing with resistance to change.
- 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 department and uses this information to align initiatives with long-term plans.
- Diversity Management; thorough understanding of issues that are critical to developing a progressive and equitable workplace including EDII, inter-cultural competency, intersectionality, and protected grounds outlined in the Ontario Human Rights Code and Accessibility for Ontarians with Disabilities Act.
- 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.
- Business Acumen; demonstrates business foresight and carries out strategy with a clear understanding of trends and dynamics that affect the university and department.
- Collaboration and Teamwork; fosters a culture of cooperation to build synergies. Understands and integrates diverse viewpoints and approaches to achieve EDII objectives and goals.
- Integrity; recognizes sensitivities and risks, using professional ethics to question and challenge issues. Consistently acts with the highest professional standards, exercising tact, judgement, political acuity and confidentiality.
- Determines content of annual and long-term plans and strategies based on sound EDII principles and in the best interest of the university.
- 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.
- Assesses and mitigates risk through providing appropriate advice, training and coaching to management.
- Determines how to harmonize Advancement’s EDII activities and initiatives, with those across the university. Recommends optimal integrated strategies and approaches to ensure alignment with key messages, strategic priorities, and overall university plans.
- Determines content of correspondence, reports, and proposals, including the development of procedures.
- Identifies new or recommends changes and modifications to the Office of Advancement’s policies, procedures and guidelines from an EDII perspective.
- Recognizes when and who to involve or consult in unusual situations that may set future precedents.
- Makes judgments on the application of policies and procedures.
- Prioritizes time and duties, within an environment with multiple competing interests, to ensure work is completed within required deadlines.
- Decides on nature and content of presentation for training and development sessions.
- Decides 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.