1. Education
  2. Equity and Inclusion Competencies

Equity and Inclusion Competencies

Human Resources compiled a list of Equity and Inclusion competencies for Staff and QMPG/Senior Non-Academic Leadership.  A Competency Dictionary for both groups can be reviewed on the site. 

The Equity and Inclusion levels and competencies for Staff and QMPG/Senior Non-Academic Leadership are the same.   

E&I Competencies and I-EDIAA Training

The Human Rights and Equity Office used the Equity and Inclusion competencies to create a list of training activities.  The training activities can be used to develop a specific Equity and Inclusion competency at every level. Many of the workshops offered through Human Resources can be counted towards a certificate program.  (Queen's NETID required) have been designed with flexibility in mind and can be completed in a number of different ways. 

Competencies Module/Sessions
  • Displays good working relationships with people of different backgrounds, abilities, opinions, cultures, and perceptions as well as working effectively with all members of a team.
  • Recognizes that prejudices and systemic barriers exist within the current environment.
  • Recognizes the barriers for participation within the current environment.
  • Adapts to new ideas and appreciates differences of perspectives.
  • Self-reflects and evaluates own beliefs and behaviours with regard to prejudices and personal bias.

Competencies Module/Sessions
  • Works well with others, keeping in mind the many dimensions of diversity, and addresses/corrects practices and behaviours that do not support inclusion.
  • Seeks out opportunities to gain new knowledge and understanding of individual or group beliefs and norms through learning and active community participation and involvement.
  • Actively works to make the workplace inclusive for all individuals.
  • Takes equity and inclusivity into consideration when completing day to day tasks and decisions.

Competency Module/Sessions
  • Encourages others to work well with each other, keeping in mind the many dimensions of diversity.
  • Acknowledges that there are historically underserved and underrepresented populations and applies equity interventions to address inequities in the workplace.
  • Inspires others by example to improve their knowledge and understanding of diverse groups, equity and inclusion.
  • Adapts communication styles to be effective in a diverse workplace.
  • Identifies and addresses barriers that prevent the full participation and access of equity-deserving groups.

Competency Module/Sessions
  • Promotes the value of diversity and the importance of being an inclusive organization.
  • Ensures equitable and fair treatment of others.
  • Incorporates innovative and inclusive strategies into the work environment.
  • Effectively leads diverse groups and builds consensus.
  • Role models continual learning on the topics of equity and inclusivity.
  • Creates opportunities for others to gain knowledge and understanding of inclusivity.
  • Challenges and navigates difficult conversation around the topics of equity and inclusivity.

Competency Module/Sessions
  • Advocates for and designs the strategic vision to reflect the diverse needs and concerns of the entire university taking into account the various forms and intersections of oppression.
  • Champions and assures cross-cultural understanding within the organization.
  • Has the ability to apply an anti-oppressive and anti-racist analysis to strategic decision making and policy development, taking into account current issues faced by racialized and Indigenous communities and other equity-deserving groups.
  • Actively makes space for growth and learning paying specific attention to the skills, abilities that diverse individuals bring to their role.