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An award-winning diversity tool created by Queen’s will be further deployed across the university this year.

The was first developed in 2015, and was formally rolled out to academic units and piloted with select administrative units in 2017.

Over the next twelve months, the Equity Office will be meeting with administrative units to complete the implementation on the staff side. A wider roll-out of the DEAP tool was a recommendation of the Principal’s Implementation Committee on Racism, Diversity, and Inclusion (PICRDI) and was mentioned in the Truth and Reconciliation Commission Task Force final report.

“Becoming a more diverse and inclusive institution is not only the right thing to do, it is also essential to our success as we aim to recruit the top emerging academic talent, as well as new staff members, and grow our international reputation,” says Teri Shearer, Deputy Provost (Academic Operations and Inclusion). “This next phase of deployment will bring greater awareness to this important priority and assist teams in further embedding diversity and inclusion intentionally into the Queen’s culture.

There are three steps to the tool. First, teams review their unit's equity profile and complete the assessment survey which provides a series of questions related to "Twelve Indicators of Inclusion”. These include but are not limited to accessibility, consulting Indigenous communities, and staff recruitment.

Next, it is up to the team to determine which indicators they would like to focus on and set goals for action. Lastly, they will be invited to complete a report highlighting both successes and areas for further growth. The Equity Office advisors will be available for guidance and support throughout each of the three steps.

“Many units are already working to implement recommendations from the PICRDI report and the Truth and Reconciliation Commission Task Force report, so their DEAP tool action plans should align nicely with work they are already doing,” says Heidi Penning, Equity Advisor. “Ultimately, it is up to each team to decide how they can best support a more inclusive living, learning, and working environment at Queen’s.”

With the success of the DEAP tool, other universities are also contacting Queen’s to license it for their own use. The tool was recently for innovation in employment equity.