Job order - J0917-0566 - Permanent (Continuing)
||Inclusion and Anti-Racism Advisor
||Human Resources and Equity
||Kingston, Ontario, Canada
|| Inclusion and Anti-Racism Advisor
About Queen's University
Queen’s 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!
With direct experience working within an anti-oppression framework and reporting to the Director of the Human Rights and Equity Offices, the Inclusion and Anti-racism Advisor will support the Office’s major role in the development, implementation and monitoring of institutional inclusion and anti-oppression strategies, with a particular focus on anti-racism and its intersections. The Advisor will provide guidance to the community on the development of appropriate policies to address individual and systemic oppressions, including racism, and will act as a central point of contact for individuals and units who wish to access all related anti-oppression and anti-racism initiatives, processes and services at Queen’s. The Advisor plays an important role in fostering positive relationships with racialized and other equity seeking communities and organizations both within Queen’s and externally. The Advisor is responsible for the promotion of, and the fostering of a sense of responsibility for, inclusivity among members of the University community, and will play a leading role in the development and delivery of educational tools to increase awareness of inclusion and diversity strategies, initiatives and resources.
The schedule for this position will require the incumbent to work some evenings and weekends.
• Act as the Office’s contact for individuals and units seeking answers to related anti-oppression and anti-racism processes and services at Queen’s University.
• Support, monitor and report on the university’s initiatives in the areas of anti-oppression and anti-racism. This includes responses to systemic and individual incidents of race and race-related discrimination affecting the community.
• Provide guidance/support to the Queen’s University community on the appropriate policies to address individual and system oppressions.
• Support the development of respectful, supportive, survivor-centred responses to disclosures of race related discrimination throughout the institution, within an anti-oppressive framework, that are legally compliant.
• Develop familiarity and positive working relationships with constituents involved in the ongoing coordination of the strategy including student leaders, union leaders, Student Affairs, Student Wellness Centre, Campus Security, Kingston Police, Human Resources etc.
• Ensure current institutional practices are in line with current research and recent developments in provincial and federal human rights frameworks.
• Provide expertise, support and resources to units seeking to develop intersectional approaches to the design/delivery of various initiatives including student/staff training, curriculum development, policy development, etc.
• Develop and deliver training and awareness programming individually or in collaboration with partners, based on sound analysis of the needs of the institution and individual units.
• Using an intersectional approach, act as the first point of contact for individual concerns of race and race related discrimination to provide guidance on accessing available resources and appropriate next steps based on an assessment of the circumstances, within the University policies/strategy. Provide support and information on options available to community members with individual or systemic concerns regarding race and race-related discrimination/harassment.
• Make appropriate referral to campus and community resources for individuals or groups/units seeking support/avenues of resolution re: incidents of race and race-related discrimination.
• Provide follow-up to ensure all relevant services have been effectively engaged/given consideration following disclosures of race and race-related discrimination.
• Compile and report statistical information regarding systemic and individual incidents of race and race-related discrimination.
• Monitor the status of reports related to inclusion at Queen’s, and make recommendations to university leadership on the actions needed in order to ensure the institutional commitment to inclusion, anti-oppression and anti-racism is met.
• May be delegated to sit on senior committees to provide support as the subject matter expert on anti-oppression and anti-racism.
• A graduate degree in a relevant field, such as Social Work, Policy Studies, Critical Race Studies or Law; with demonstrated knowledge of an anti-oppression framework within the relevant discipline.
• Minimum of five years’ experience in an area relevant to the position, including a minimum of two years’ experience leading complex project and policy initiatives within a multi-stakeholder environment.
• Proven ability to work effectively and independently within a culturally diverse environment.
• Experience in public presentation and adult education, preferably within postsecondary or other complex multi-stakeholder environments
• Demonstrated experience using intersectional and anti-oppression frameworks in human rights related areas.
• Experience in advising, conflict resolution, mediation or facilitation.
• Knowledge of the principles of due process and administrative fairness
• Sound knowledge of relevant legislation, including Human Rights legislation, sexual violence legislation and the Accessibility for Ontarians with Disabilities Act and its regulations.
• Relevant experience delivering support services within an anti-oppression framework.
• Availability to work some evenings and weekends
• Satisfactory Criminal Records Check and Vulnerable Sector Screening required.
• Consideration will be given to an equivalent combination of education and experience.
• Ability to remain calm in emotionally charged situations, while providing sensitive, practical and balanced advice.
• Ability to maintain a legally sound approach to individual and systemic manifestations of racism in a survivor-centered system.
• Ability to assess concerns with an intersectional approach and within a continuum of oppression; knowledge and experience of the various forms of oppression and how they interact with racism in the determination of access to and utilization of resources.
• Ability to apply an anti-oppression and anti-racist analysis to systems, including the current issues faced by racialized and Indigenous communities.
• Proven ability to build effective relationships and work collaboratively with multiple stakeholders and community partners to balance multiple interests and within a team context.
• Sound research and analytical skills.
• Excellent writing skills with a proven ability to deliver reports to inform various sectors of the community; experience in policy development.
• Demonstrated planning and project management skills and ability to work with sensitive and confidential information.
• Proficiency in IT software applications, including work processing, spreadsheets, database and presentation software.
• Strong communication skills and excellent interpersonal skills.
• Experience in dealing with difficult and confrontational situations.
• Determine whether issues have wider systemic causes and implications in order to develop effective recommendations for addressing these.
• Evaluate concerns and make decisions with respect to the most appropriate interventions.
• Make decisions regarding when to refer and to whom, both within and outside the university community.
• Make decisions with respect to the degree of risk to the client or to others in the university that a situation may pose.
• Distinguish between circumstances in which decisions can be made independently and those where consultation is warranted.
• Prioritize the allocation of resources for anti-racism projects
• Determine content of material for awareness training.
The University invites applications from all qualified individuals. Queen’s is committed to employment equity and diversity in the workplace and welcomes applications from women, visible minorities, Aboriginal Peoples, persons with disabilities, and persons of any sexual orientation or gender identity. In accordance with Canadian Immigration requirements, priority will be given to Canadian citizens and permanent residents.
The University provides support in its recruitment processes to applicants with disabilities, including accommodation that takes into account an applicant's accessibility needs. Candidates requiring accommodation during the recruitment process are asked to contact Human Resources at email@example.com.
- Case Management
- Equity and Diversity Programs
- Intercultural Awareness
- Interpersonal Skills
- Social Work
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