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.

Competency Dictionary Srennshot. — Equity and Inclusion competencies for Staff and QMPG/Senior Non-Academic Leadership (page 8) 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.

Competency	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.	Introduction to Equity, Diversity, and Inclusion Diversity @ Queen’s (APAQ)
Recognizes that prejudices and systemic barriers exist within the current environment.	Call it Out Conversations on Decolonization
Recognizes the barriers for participation within the current environment.	Ableism Call it Out
Adapts to new ideas and appreciates differences of perspectives.	Call it Out Positive Space 2
Self-reflects and evaluates own beliefs and behaviours with regard to prejudices and personal bias.	Ableism Building Accountability

Competency	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.	Navigating Challenging Conversations Call it Out Positive Space 2
Seeks out opportunities to gain new knowledge and understanding of individual or group beliefs and norms through learning and active community participation and involvement.	Building Accountability Call it Out Unconscious Bias
Actively works to make the workplace inclusive for all individuals.	Employment Equity Representative Managing in Diverse Environments: Emerging Leaders Part 1 Managing in Diverse Environments: Emerging Leaders Part 2
Takes equity and inclusivity into consideration when completing day to day tasks and decisions.	Power, Privilege, and Bias Employment Equity Representative

Competency	Module/Sessions
Encourages others to work well with each other, keeping in mind the many dimensions of diversity.	Positive Space 2 Navigating Difficult Conversations Diversity @ Queen’s (APAQ)
Acknowledges that there are historically underserved and underrepresented populations and applies equity interventions to address inequities in the workplace.	Call it Out Building Accountability Positive Space 2
Inspires others by example to improve their knowledge and understanding of diverse groups, equity and inclusion.	Managing in Diverse Environments: Emerging Leaders Part 1 Managing in Diverse Environments: Emerging Leaders Part 2 Foundation Leaders
Adapts communication styles to be effective in a diverse workplace.	Accessible Instruction for Educators Accessible Events and Meeting Planning Creating Accessible Documents
Identifies and addresses barriers that prevent the full participation and access of equity-deserving groups.	Ableism Call it Out Accessible Instruction for Educators Accessible Events and Meeting Planning Creating Accessible Documents

Competency	Module/Sessions
Promotes the value of diversity and the importance of being an inclusive organization.	Employment Equity Representative Equitable Hiring Practices
Ensures equitable and fair treatment of others.	Employment Equity Representative Managing in Diverse Environments: Emerging Leaders Part 1 Managing in Diverse Environments: Emerging Leaders Part 2
Incorporates innovative and inclusive strategies into the work environment.	Accessible Instruction for Educators
Effectively leads diverse groups and builds consensus.	Foundational Leaders
Role models continual learning on the topics of equity and inclusivity.	Managing in Diverse Environments: Emerging Leaders Part 1 Managing in Diverse Environments: Emerging Leaders Part 2
Creates opportunities for others to gain knowledge and understanding of inclusivity.	Building Accountability Positive Space 2
Challenges and navigates difficult conversation around the topics of equity and inclusivity.	Navigating Difficult Conversations

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.	Ableism Call it Out Accessible Events and Meeting Planning
Champions and assures cross-cultural understanding within the organization.	Foundational Leaders
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.	Staff Hiring and Employment Equity
Actively makes space for growth and learning paying specific attention to the skills, abilities that diverse individuals bring to their role.	Managing in Diverse Environments: Emerging Leaders Part Managing in Diverse Environments: Emerging Leaders Part 2

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E&I Competencies and I-EDIAA Training

Level 1: Understands Culture as a Factor in Organizational and Individual Performance

Level 2: Practices Verbal and Non-verbal Inclusive Behaviors in Context

Level 3: Acts as Role Model to Others

Level 4: Invests in the Full Potential of Individual and Group Differences

Level 5: Fosters, Promotes and Drives Equity and Inclusion

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