Associate Director (Accessibility, Equity and Inclusion)

COVID 19 On-Campus Requirements

Prior to May 1 2022 the University required all students faculty staff and visitors (including contractors) to declare their COVID-19 vaccination status and provide proof that they were fully vaccinated or had an approved accommodation to engage in in-person University activities. These requirements were suspended effective May 1 2022 but the University may reinstate them at any point.

About Queens University

Queens University is the Canadian research intensive university with a transformative student learning experience. Here the employment experience is as diverse as it is interesting. We have opportunities in multiple areas of globally recognized research faculty administration engineering & construction athletics & recreation power generation corporate shared services and many more.

We are committed to employment equity and diversity in the workplace and welcome applications from individuals from equity seeking groups such as women racialized/visible minorities Indigenous/Aboriginal peoples persons with a disability persons who identify in the LGBTQ community and others who reflect the diversity of Canadian society.

Come work with us!

Job Summary

The Associate Director Accessibility Equity and Inclusion (Associate Director) is an integral part of the leadership team of the Human Rights and Equity Office (HREO). Reporting to the Associate Vice-Principal (Human Rights Equity and Inclusion) the Associate Director leads the development and implementation of proactive accessibility equity and inclusion initiatives in support of the HREOs strategic priorities and is responsible for the overall functioning of Equity and Accessibility Services (EAS) This position oversees the development of special projects and initiatives and proactively facilitates conversations among the services of the HREO in addition to regularly engaging diverse communities including faculty staff students and external partners in matters of accessibility equity and inclusion.

The Associate Director has knowledge of the Queens community and works effectively with a wide variety of partners through an equitable and inclusive lens. The Associate Director possesses strategic thinking operational and senior leadership experience that enables the creation implementation and oversight of a wide range of transformational initiatives impacting overall campus experience and climate. With a strong understanding of a range of equity and accessibility barriers the Associate Director contributes to advancing principles and values of Indigenization Equity Diversity Inclusion Accessibility and Anti-Racism (I-EDIAA) through education training mentorship and dialogue.

The Associate Director is a strong forward-looking leader and I-EDIAA practitioner with a compelling vision for ensuring that equitable and inclusive principles and values are embedded and reflected in the work of Equity and Accessibility Services.

To ensure a coordinated approach to equity and accessibility across Queens the Associate Director works collaboratively as a subject matter expert with interested parties those with institutional responsibilities and with the Units/Departments which provide skills and services to students and employees. Due to the nature of this role the Associate Director is expected to be on campus at least three times per week.

Job Description

KEY RESPONSIBILITIES:
Accessibility Equity and Inclusion Initiatives Leadership
Under the guidance of the Director (Human Rights and Equity) the Associate Director is responsible for all aspects of accessibility and equity initiatives including the administration and coordination of Employment Equity related requirements such as those of the Federal Contractors Program (FCP) the equity related sections of the Queens University Faculty Associations (QUFA) Collective Agreement (CA) as well as initiatives stemming from the requirements of the Ontarians with Disabilities Act (ODA) and Accessibility for Ontarians with Disabilities Act (AODA).
Manage Equity and Accessibility Services and provide leadership on the development and
execution of the HREOs strategic plan and priorities.
Provide expert support to the Associate Vice-Principal (Human Rights Equity and Inclusion)
Director (Human Rights and Equity) and Queens senior leadership in determining and
advancing strategic equity and accessibility priorities through the development of sound
equity policies procedures and practices.
Provide leadership to the HREO in the preparation of annual reports; provide the strategic
vision guidance and project management of multi-year reports.
Champion and advance the principles and values of I-EDIAA through education training mentorship and dialogue within the HREO and with campus partners.
Represent the HREO on campus-wide committees forums and other campus-based activities
and participate in decision-making on senior committees within the University as well as community-wide committees. Review policies and practices through an equitable and
inclusive lens; identifying systemic barriers and gaps and advise on recommendations for
improving practices that eliminate biases and barriers to accessibility equity and inclusion.
Serve as an internal expert resource and advisor on accessibility equity and inclusion related matters.
Undertake other duties as required in support of the HREO.

Strategic Partnerships
Meet regularly with HREO and university leaders to report on the progress of the
development of programs and initiatives.
Establish collaborations and partnerships across the university to advance accessibility equity and inclusion.
Serve as a consultant to Units/Departments to help achieve goals for greater equity including
representation and distribution of designated group members in the Queens workforce: Indigenous peoples persons with disabilities members of visible minority/ racialized groups
women and 2SLGBTQIA individuals.
Coordinate with relevant Units/Departments on the development coordination and
implementation of accessibility equity and inclusion initiatives.
Formulate advice action plans and recommendations that meet the needs of the University
and its users with respect to a systemic approach to equity and accessibility; consult widely
with the Queens and broader community.
Develop and provide education and training as required under the AODA Standards the
QUFA Collective Agreement or other accessibility or equity initiatives.
Take a lead role in collaborating with Human Resources to develop employment equity
programs for all relevant employee groups where there are no existing employment equity programs.
Oversee student census data collection and graduate student census data collection.
Promote the University and the HREOs commitment to a climate of inclusion through interaction with a broad range of partners.

Human Resources
Plan prioritize and manage the work of employees providing strategic and tactical advice
guidance and coaching.
Advise and empower employees who are less experienced in leading conversations on
accessibility equity and inclusion to build capacity confidence and competence.
Identify the need for staff resources participates on staffing committees and make effective
recommendations regarding employee selection. Manage performance by establishing
performance standards reviewing and evaluating performance and conducting formal
performance reviews on an ongoing basis.
Assess staff training and development needs; ensure that employees receive the training
required to improve and sustain successful performance.
Investigate address and resolve employee/labour relations issues including disciplinary
matters. Make decisions or effective recommendations on matters involving possible
discipline discharge and probationary termination.

REQUIRED QUALIFICATIONS:
A university degree with a focus on equity human rights social justice education or in a related field combined with a minimum of 5-10 years of relevant accessibility equity and human rights experience including a minimum of 2 years experience leading complex projects.
Experience in leading and managing a team of I-EDIAA experts.
Sound knowledge of federal and provincial legislations related to employment equity and accessibility.
Demonstrated successful experience bringing about positive change and applying principles
of accessibility equity and inclusion to administrative and campus-based projects and initiatives.
Sound knowledge of the practical and theoretical dimensions of anti-oppression critical race
theory and equity theory including an understanding of intersections of race religion
Indigeneity disability gender and sexual identities socio-economic class and citizenship.
Proven ability to work effectively and independently within a socio-culturally diverse environment.
Consideration will be given to an equivalent combination of education and experience.

SPECIAL SKILLS:
Communication: listens to others and expresses ideas in a professional and effective manner
orally and in writing to ensure that complex messages and recommendations are conveyed
clearly and credibly. Readily shares information and knowledge with others.
Builds Relationships: 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 several 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 office and
uses this information to develop responsibilities tasks goals including Human Resource
initiatives that align with long-term plans and growth.
Diversity Management: demonstrates a thorough understanding of issues related to I-EDIAA
intersectionality and protected grounds as outlined in the Ontario Human Rights Code Accessibility for Ontarians with Disabilities Act the Employment Equity Act and other relevant human rights accessibility and equity legislation.
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 in the establishment of service standards and developing strategies and policies to ensure those standards are met.
Business Acumen: carries out strategy with a clear understanding of trends and dynamics that affect the university and portfolio. 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. Understands and enables diverse viewpoints and approaches to achieve 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.

DECISION MAKING:
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 institutional management teams.
Determines the content of correspondence reports and proposals including the development of procedures.
Recommends changes and modifications to policies procedures and guidelines related to accessibility equity and inclusion.
Determines when and who to involve or consult with 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 the nature and content of presentations 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.
Evaluates employee performance and decides on appropriate training or coaching to address any lack of proficiency in carrying out responsibilities or remedial action for staff disciplinary situations.
Makes effective recommendations on the level of discipline up to discharge and probationary termination.

Employment Equity and Accessibility Statement

The University invites applications from all qualified individuals. Queens is strongly committed to employment equity diversity and inclusion in the workplace and encourages applications from Black racialized persons Indigenous people women persons with disabilities and 2SLGBTQI accordance with Canadian Immigration requirements priority will be given to those who are legally eligible to work in Canada.

The University provides support in its recruitment processes to all applicants who require accommodation due to a protected ground under the Ontario Human Rights Code including those with disabilities. Candidates requiring accommodation during the recruitment process are asked to contact Human Resources at .