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Student voices to drive change

The Shift Survey asks Queen’s students to have their say and build on the momentum for change on campus.

Graphic promoting the Queen's Shift Survey

Next week, Queen’s is launching its campus climate and culture survey of the entire student population for the second time.

The Shift Survey, previously named the Student Experiences Survey in 2021, asks students about their experiences and perceptions of campus safety, incidents of exclusion, harassment and racism.

“We’re hoping to have broad participation again so we can hear directly from students about their lived experiences and determine what additional actions Queen’s could take to make this a welcoming campus, particularly when it comes to equity, belonging, and accessibility” says Associate Vice-Principal (Human Rights, Equity, and Inclusion) Stephanie Simpson. “We encourage all students across the university to respond to the survey.”

The survey will be used to gauge progress on equity and diversity goals, and help guide continuing efforts to address systemic racism, target exclusionary and discriminatory behaviours, and improve the student experience for all.

The 2023 Shift Survey will be emailed to all students on Jan. 23 and will remain open until Feb. 13. All responses are voluntary and confidential, and results will be shared with the campus community when they are available.

In appreciation of their time and feedback, the first 2,000 students to complete at least 65 per cent of the survey can choose to have a $5 donation from Queen’s directed to the campus food bank or receive a $5 flex dining credit. Students can also choose to be entered into a draw for 10 Skip the Dishes credits of $100. In 2021, more than 60 per cent of students who received an acknowledgement directed it to one of three local not-for-profit organizations.

2021 survey results and actions

More than 5,400 students responded to the 2021 survey. The results showed that equity-deserving students experience disproportionate incidences of oppression, violence, discrimination, and exclusion.

Queen’s has acted on these results by strengthening initiatives across the university to increase access and diversity and improve the campus climate. Related actions taken to further the university’s equity and diversity goals include expanding the Access and Inclusion Team and its Equity Ambassador program in Undergraduate Admission and Recruitment, establishing the Commitment Scholars award program that celebrates inclusive leadership, and increasing funding for admitted applicants with highest financial need with the renewable Major Access Awards.

The survey results led to the establishment of a Student Engagement and Inclusion Coordinator in Student Affairs, and the creation of the Queen’s Shift Project, which is an ongoing collection of events and initiatives aimed at centering equity-deserving student experiences, providing more opportunities for dialogue on survey topics, and advancing campus culture. The survey and project’s Student Advisory Group continues to help inform decisions and actions. The group comprises students in various leadership roles across campus, who are compensated for their contributions.

Student Affairs is also currently recruiting for a new staff position – Senior Director, Student Equity, Belonging and Inclusion – a role that will lead the development and implementation of proactive Indigenization, Equity, Diversity, Inclusion, Accessibility and Anti-Racist (IEDIAA) initiatives in support of the division’s priorities, engaging diverse communities across the campus and in the broader community.

“We greatly acknowledge the leadership and dedication of students as we collaborate to promote a campus environment where everyone feels safe, welcome, and included,” says Corinna Fitzgerald, Assistant Dean, Student Affairs. “We are looking forward to using this latest survey data to continue to advance the university’s efforts to improve student life and belonging.”

Improving campus culture

Queen’s has committed to surveying the student population every two years to help fulfill the goals of the Declaration of Commitment to Address Systemic Racism, which was signed by Principal and Vice-Chancellor Patrick Deane along with other senior leaders of the university in 2020. The Shift Survey also supports Queen’s implementation of the Scarborough Charter, a sector-wide agreement to undertake meaningful action against anti-Black racism in Canadian colleges and universities.

Learn more on The Queen’s Shift Survey webpage.

Queen’s community remembers Emeritus Professor Elia Zureik

Emeritus Professor Elia ZureikThe Queen's community is remembering Elia Zureik, an Emeritus Professor in the Department of Sociology, who died Sunday, Jan. 15, aged 84.   

Dr. Zureik was born in Akka, Palestine in 1939, moving to the U.S. and receiving a BA in Political Science from San Francisco University, an MA in Sociology from Simon Fraser University, and a PhD in Political Sociology from Essex University in the UK. He was Professor of Sociology at Queen’s University from 1971 until his retirement in 2005, and won the Research Prize for Excellence in Research. Between 2014-16 he was Head of the Department of Sociology and Anthropology at the Doha Institute for Graduate Studies in Qatar. 

Dr. Zureik is remembered as an energetic and committed colleague and teacher, and a prolific author of numerous books and articles, including The Palestinians in Israel: A Study in Internal Colonialism (Routledge and Kegan Paul, 1979), Palestinian Refugees and the Peace Process (1996), and Israel’s Colonial Project in Palestine: Brutal Pursuit (Routledge, 2016); a co-editor of Sociology of the Palestinians (St. Martin’s Press, 1980), Public Opinion and the Palestine Question (St. Martin’s Press, 1987), and Surveillance and Control in Israel/Palestine: Population, Territory and Power (Routledge, 2011). Along with his highly influential work on Palestine, Dr. Zureik was a major figure in the Sociology of Information and Communication Technologies, including work on surveillance, co-editing Global Surveillance and Policing: Borders, Security and Identity (Willan Publishing, 2005) and Surveillance, The Globalization of Personal Data: International Comparisons (McGill-Queen’s University Press, 2008).

In addition to his intellectual work, Dr. Zureik was a member of the Palestinian delegation to the Refugee Working Group of the Multilateral Talks of the Middle East peace process since 1992, and served as a consultant for the Canadian Government, UNESCO, the UN on the Question of Palestine, the Norwegian Institute for Applied Social Science, and the Ontario Human Rights Commission; he was a Board of Trustees member of Shaml, the Palestinian Diaspora and Refugee Center in Ramallah; he received the Palestine National Award in Sociology; he was appointed by the Sharjah Women’s Higher College of Technology as the first holder of the UNESCO Chair in Applied Research in Education in early 2005.

“Elia was really the first person who befriended me when I came to the department in 1990. I learned a lot from him about the Middle East of course but also about how universities really work. He also seemed to take great delight in making me laugh during ‘serious’ department meetings. I think in part he enjoyed it because he knew he could do it so easily,” says Vince Sacco, Emeritus Professor in the Sociology Department. “Elia was one of a kind and the impact he had on people and the influence he had on scholarly work in his areas of interest will continue to be felt for a very long time. He will be missed.”

Emeritus Professor David Lyon says: “I've been thinking more about my relationship with Elia over many years and I'm so thankful for what he meant to me. We began corresponding almost 40 years ago (1984) and I can't recall if he wrote to me or vice-versa. But we discussed the social origins and impacts of ‘new’ technologies that were emerging from communication and computing techniques. I didn't imagine then that we'd be colleagues one day, but that's what happened at Queen's, where we began working together in earnest, first in SCIT (Studies in Communication and Information Technologies, a seminar program he’d been catalysing for a number of years) and then in the Surveillance Project from 1999, which would become the Surveillance Studies Centre in 2009. And of course, we dreamed up and hosted what was probably one of the very first international research seminars in Surveillance Studies, back in 1993. At the same time, of course, we often spoke of Palestine and the Palestinians, and I learned much from him, which also led eventually to my visiting Israel and the West Bank – now several times. This included teaching where Elia had once taught, on sabbatical, at Bir Zeit University in Ramallah. So, I owe Elia a lot, both in terms of his scholarly example – including the massive headache of the nine-country international survey on surveillance and privacy, a decade ago – and his personal and political commitment to Palestine. I valued him as a friend, colleague and mentor. I've said a lot more in the chapter that will appear from Bloomsbury in July this year. The festschrift is Decolonizing the Study of Palestine: Indigenous Perspectives and Settler Colonialism after Elia Zureik.”  

“I remember Elia as very direct, thoughtful and quick with a laugh,” adds Professor Annette Burfoot, “and I remain impressed by the extent of respect for Elia and his scholarship.” 

"Elia and Mary were the first people I met on arriving at Queen's for my job interview, taking me out to dinner, and I was quickly introduced to a fantastic sense of humour, fierce intelligence, and wry commentary concerning the realities of academic life. He was a huge presence, an outstanding mentor, and will be greatly missed,” says Professor Martin Hand, current Head of the Sociology Department.      

“Elia Zureik was an important colleague in my career, taking it upon himself to provide me with initial mentorship upon my arrival, and continued insights even after he retired. His style of a bark far out of proportion to his bite, a sense of humour that made everything seem absurd, and a vault of disciplinary knowledge that shamed the rest of us, made regular visits to Elia's office must-be- experienced events. He was easily one of the most interesting people I have ever met. His life story was fascinating and his ability to share it with others unparalleled. Elia also had a work ethic that was quite remarkable. Even as recently as the semester that was prematurely ended by the first arrival of COVID, Elia was teaching a graduate class in the department and banging on my door to make sure I was doing my job properly, all with a mischievous twinkle in his eye,” says Professor Stephen Baron.           

“My memories of Dr. Elia Zureik go back 37 years. During my undergraduate degree, I worked as a research assistant to Professors Zureik and Sacco on a study of computer-related crime. A year later, I worked again for Professor Zureik, this time on a project coding data on conflicts and injuries in the West Bank and Gaza. I hold onto a treasured, signed copy of his book, The Palestinians in Israel: A Study in Internal Colonialism, Elia gave me as a gift years ago. More than a decade later, I returned to Queen's as a faculty member and Elia became my senior colleague and mentor down the hall. He had integrity and cared deeply for the Sociology Department, program and graduate students. I'm grateful to have known him,” says Fiona Kay, Professor of Sociology.

Human Resources launches manager certificate focused on wellbeing and burnout prevention

Human Resources has launched a new certificate program designed to help managers lead healthy and well teams at work. The new certificate – Enhancing Wellbeing and Preventing Burnout – has been thoughtfully designed and tailored for managers at Queen’s and is available at no cost.

“This is the first manager certificate program we have offered in Human Resources and one we believe is very much needed,” says Greg Simmons, Wellness and Engagement Coordinator, Employee Wellness Services. “Based on results from the Employee Experiences Survey, we know that managers are seeking more opportunities for professional development and additional mental health services. This certificate helps to address both areas while providing managers with meaningful tactics and tools they can leverage to lead healthy and well teams at work.”

The certificate features five online courses that cover a wide range of topics related to burnout prevention and wellbeing. Throughout the program, managers will learn the signs and symptoms of burnout, proactive strategies to avoid burnout, coaching and mentorship strategies to enhance wellbeing, and ways to promote and foster a healthy work life balance, particularly in a hybrid work environment.

Courses include:  

  • Finding Balance
    Sarah Jenner, Mindful Employer
    Feb. 15, 9:30 a.m. - 11:30 a.m.
  • Burnout: Signs, Symptoms, and Prevention
    Greg Simmons, Wellness and Engagement Coordinator
    Feb. 22, 9:30 a.m. - 11:30 a.m.
  • Autonomy Supportive Leadership: Coaching Employees to Enhance Wellbeing
    Lisa Sansom, Coach and Consultant
    March 6, 9:30 a.m. - 11:30 a.m.
  • Managing Time as a Leader
    Shannon Hill, Learning and Development Specialist
    March 29, 9:30 a.m. - 11:30 a.m.
  • Working in a Hybrid Environment
    Jana Raver, Professor, Organizational Behaviour at Smith School of Business
    Anticipated for April/May

All courses will be offered virtually in Winter 2023, with additional offerings anticipated for later this year. While courses have been designed as part of the certificate program, they can be taken separately and are available for registration on a course-by-course basis. Credit towards certificate completion will also be provided for those who have taken the Working in a Hybrid Environment course with Jana Raver in Fall 2022.

Registration for the certificate program and courses is available on the HR Intranet. Questions about the program can be directed to Employee Wellness Services.

Human Resources will be exploring opportunities to offer a similar certificate program to employees in the future.

Queen’s National Scholars program to enhance Indigenous Studies

The Queen’s National Scholars Program has long been used to attract emerging leaders to Queen’s who can strengthen academic programs, research, and provide rich learning opportunities for Queen’s students.

In line with the university’s commitment to advance Indigenization and decolonization, the 2022-23 Queen’s National Scholar (QNS) program will be used to enhance capacity and academic excellence in the interdisciplinary Indigenous Studies program. The 2022-23 QNS positions will be reserved for four leading Indigenous scholars, including a newly established Chair in Indigenous Studies that will provide critical leadership in bolstering Indigenous Studies at Queen’s.

“The Queen’s National Scholar program attracts leading faculty to Queen’s who can provide a robust learning experience for our students and advance interdisciplinary research,” says Teri Shearer, Interim Provost and Vice Principal (Academic). “This year, the program will be dedicated to enhancing our capacity for excellence in the important field of Indigenous Studies and provide critical leadership through a newly created Chair in Indigenous Studies.”

The QNS process will run in tandem with the work currently underway to develop an Indigenous identity and verification policy. A clear process to confirm eligibility of candidates as rights bearing Indigenous persons will be in place before any new hires are completed. Candidates will be made aware of this ongoing work and kept informed as both processes unfold.

Established in 1985, the objective of the QNS program is to “enrich teaching and research in newly developing fields of knowledge and traditional disciplines.” Since then, over 100 QNS appointments have been made in a wide variety of disciplines, such as Precision Molecular Medicine, Arts and Visual Cultures of Africa and its Diaspora, Indigenous Visual and Material Cultures, and Environmental Geochemistry.

In 2020-21, the QNS program was used to expand the interdisciplinary field of Black Studies at Queen’s, including the establishment of a QNS Chair in Black Studies in the Faculty of Arts and Science.

For more information on the 2022-23 QNS program, including how to submit an expression of interest, please visit the QNS webpage.

Notice of intermittent rock breaking at JDUC

Contractors working on the John Deutsch University Centre (JDUC) have advised they will be conducting intermittent rock breaking at the JDUC site beginning at 8 a.m., Tuesday, Jan. 17, 2023. Depending on the complexity, work may last through the rest of the week.

The rock breaking being done is smaller in nature, and intermittent. Crews are working on a tunnel into the Athletics and Recreation Centre (ARC). It will also be done utilizing smaller equipment and should not be as disruptive as earlier rock breaking that was very noticeable in nearby buildings.

The university apologizes for any disruption this necessary work may cause. Information on the JDUC Revitalization Project is available online.

Annual report highlights commitment to the Sustainable Development Goals

[Report Cover: Queen's contributions to the UN Sustainable Development Goals: Advancing social impact | 2021-2022]
Read the report: Queen's contributions to the UN Sustainable Development Goals: Advancing social impact | 2021-2022 [PDF Report 10 KB]

The United Nations’ 17 Sustainable Development Goals (SDGs) are a roadmap for how we can work together to create a better world for people and the planet. Queen’s alignment with the SDGs reflects the university’s vision that our community will solve the world’s most significant challenges with their intellectual curiosity, passion to achieve, and commitment to collaborate.

For the second year, Queen’s has released a social impact report, highlighting the university’s activities in research, teaching, outreach, and stewardship that support advancing the UN SDGs. A key focus of the 2021-2022 report is recognizing the efforts made by Queen’s faculty, staff, students, and alumni to confront COVID-19 and its unprecedented and unpredictable set of challenges.

Queen’s contributions to advancing social impact in our local, national, and international communities has been recognized by the Times Higher Education (THE) Impact Rankings, the only global performance tables that assess universities against the UN SDGs. In both 2021 and 2022, Queen’s was ranked among the top 10 universities globally in the THE Impact Rankings.

This year’s report references a wide variety of Queen’s programs, partnerships, and infrastructure that align with the values of the SDGs. A few examples include the work of the Campus and Community Engagement Sustainability Sub-Working Group to advance SDG 13: Climate Action, Queen’s Women in Science and Engineering (WiSe) student-run organization which is advancing SDG 5: Gender Equality to promote and encourage women to pursue STEM studies, and the launch of the Graduate Inclusivity Fellows initiative aligned with SDG 10: Reduced Inequalities where graduate students and postdoctoral fellows are contributing to strategies and programs to improve the learning experience related to equity, diversity, inclusion, and Indigeneity.

Housed on the Advancing Social Impact website, in addition to the report, users can find further information on key initiatives and engage with additional images and video that illustrate the community’s action and impact.

To learn more about Queen’s commitment to the SDGs and to read the report, visit the website

Annual reports show progress in diversity and campus culture at Queen’s

Reports detail progress being made in delivering EDII goals and implementing TRC recommendations.

Queen’s University continues its effort to make advancements in its pursuit of a more equitable campus community. The release of both the 2021-22 Equity, Diversity, Inclusion, and Indigenization and the Truth and Reconciliation Commission Task Force Implementation reports show advancements made in equity and Indigenization at Queen’s.


Cover design of the EDII annual report
View the EDII annual report.

The past academic year has witnessed the implementation of several initiatives created to help foster a more diverse and inclusive environment at Queen’s. Advancements, beneficial to students, faculty, and staff, have been achieved and serve as foundational pieces to a promising future.

In 2021-22, women, Indigenous, and racialized faculty members were hired at rates that exceeded their workforce availability.

Just over a year ago, Queen’s joined more than 40 universities and colleges across Canada as a signatory of the Scarborough Charter ­– a sector-wide agreement designed to move post-secondary institutions beyond rhetoric to more concrete actions to address anti-Black racism and to promote Black inclusion.

The charter, which was signed by Principal and Vice-Chancellor Patrick Deane, is based on four essential principles: Black flourishing, inclusive excellence, mutuality, and accountability. These core principles are underpinned by detailed target areas and actions that seek wide-ranging changes and improvements to post-secondary governance, approaches to research, teaching and learning, and community engagement.

“As Queen’s begins to realize its ambitious strategy for the future, it must always be mindful of the impact on the people it supports,” says Principal Deane. “The university’s vision is predicated upon a commitment to our values: truth, responsibility, respect, freedom and wellbeing. Our university will not be able to achieve its goals without adhering to these values.”

Queen’s continues to expand initiatives to recruit, retain, and support students from equity-deserving groups through expanded outreach by Access and Inclusion admission staff and peer equity ambassadors, additional financial aid, and tailored support services.

The first cohort of Commitment Scholars was welcomed to Queen’s in Fall 2021. This renewable award – $12,000 per year for four years – recognizes 10 incoming students each year who have demonstrated leadership in racial justice, social justice, and leading EDII initiatives in their school or community.

Queen’s also granted Commitment Bursaries to more than 300 incoming students in 2021-22. These students will receive a total of $935,000 in their first year of study. This new bursary was created for eligible first-year students who self-identify as a member of an underserved or underrepresented group based on demonstrated financial need.

The Yellow House, a unit in Student Affairs that opened in 2020 as a dedicated space for racialized, queer, and other marginalized students, created additional staff positions in response to the growth in demand for programs and services for equity-deserving student communities. Programming this year has continued to increase and grow, and engagement has been very high.

The Human Rights and Equity Office and Student Affairs launched a student campus climate and culture survey in 2021 to help the university understand systemic racism, exclusionary and discriminatory behaviours, and sexual violence on campus.

Since the release of the survey report, From Input to Action, the work of shifting Queen’s culture and climate has been embraced by student groups and by units, departments and faculties. This work has inspired the Queen’s Shift Project, a collection of events and initiatives – open to all students – aimed at centering equity-deserving student experiences, providing opportunities for dialogue , and acting on next steps towards improving campus culture. The next campus climate survey will take place in January 2023.

These initiatives, among others highlighted in the report, are helping to remove barriers some have experienced either in entering or prospering while at Queen’s University, and make the campus environment more inclusive.

Year Five: TRC Implementation Report

Cover design for the Truth and Reconciliation Commission annual report.
View the Truth and Reconciliation Commission annual report. 

The Truth and Reconciliation Commission Task Force Implementation Report – Year Five, released by the Office of Indigenous Initiatives, details many of the actions Queen’s has taken to help the university fulfill the 25 recommendations for sustained institutional change detailed within the Extending the Rafters report by the Truth and Reconciliation Commission Task Force (TRCTF).

One of those accomplishments is the launch of the BA Honours Major and Medial in Indigenous Studies in 2021. The programs serve as interdisciplinary Honours degrees that draw on a range of course offerings from 14 departments within the Faculty of Arts and Science. Those courses focus on Indigenous history, culture, experience, language, and ways of knowing.

Additionally, the Queen’s undergraduate and graduate Degree Level Expectations were updated to include language explicitly focused on equity, diversity, inclusion, Indigenization, and accessibility (EDIIA). Of those changes, one of the points highlighted is the need for students to: “ethically engage diverse communities and participants to advance research and scholarship and to benefit communities.”

“The university’s efforts to strengthen relationships with Indigenous communities as well as developing Indigenous gathering spaces on campus have both been an incredible example of reconciliation and Indigenization that I hope will continue many years into the future,” says Kanonhsyonne Janice Hill, Associate Vice-Principal (Indigenous Initiatives and Reconciliation). “It is instrumental to include Indigenous community in the work that we are doing at the university and that work begins with building honest and accountable relationships so that we begin from a place of trust.”

The Faculty of Education is leading an Indigenous Youth Initiative, in partnership with the regional school boards, to create pathways to education for Indigenous students and support them in completing a Bachelor of Education degree.

The Faculty of Arts and Science worked closely with Four Directions Indigenous Student Centre in Student Affairs to hire an Academic Advisor to work with Indigenous students and provide leadership on decolonizing academic advising more generally. An Indigenous Advising space in the Faculty, designed in partnership with Four Directions, opened for in-person advising in Summer 2022.

“Real and substantive change requires all of us to work together and to recognize that those commitments we have made must permeate all the work we do,” says Principal Deane.

For more information and resources on EDII efforts at Queen’s, please visit the Inclusive Queen’s site.

For the Record – Jan. 5, 2023

For the Record provides postings of appointment, committee, grant, award, and other notices set out by collective agreements and university policies and processes. It is the university’s primary vehicle for sharing this information with our community.

Submit For the Record information for posting to Gazette editor Andrew Carroll.


Headship Search Committee, Department of Family Medicine

Michael Green’s term as Head of the Department of Family Medicine will end on Oct. 31, 2023, and a Search Committee is to be established to make a recommendation to the Board Chairs of each participating hospital and the provost of Queen’s University on its future leadership. The Search Committee, which is being established in accordance with the Senate document governing the Appointment of Clinical/Academic Department Heads is to be comprised of:

  • The chief of staff (or delegate) of each participating hospital
  • One representative of each participating hospital selected by its board
  • One member selected by the Department of Family Medicine
  • One head of a clinical department, selected by the chiefs of staff of the participating hospitals and the dean
  • The dean of the faculty (or vice-dean)
  • Two members of the faculty, one of whom shall be from the Department of Family Medicine, appointed by the dean
  • Two learners, one of whom shall be enrolled in a graduate, or post-graduate medical program, to be selected by the respective groups

Following approval of the composition of the committee, the membership will be announced.

At this time, nominations to the Headship Search Committee are invited. Additionally, faculty, staff, students, residents and all other members of the hospital and university communities, are invited to submit their comments, in writing, on the present state and future prospects of the Department of Family Medicine, as well as the names of possible candidates for the headship and the reasons for supporting each nominee. Written submissions are to be completed, via Microsoft Forms. Any questions or concerns may be directed to the QHS Staffing Office at fhsstaffing@queensu.ca. Responses received will remain confidential and will be shared only with the members of the review committee; Anonymous submissions will not be considered.

Queen's United Way campaign reaches its goal

The Queen’s United Way campaign has reached its overall goal of $475,000.

With this achievement, the Queen’s United Way Committee extend their gratitude and heartfelt thanks to all who have contributed to this year’s campaign.

The biggest workplace campaign for the United Way of Kingston, Frontenac, Lennox and Addington the Queen’s campaign accounts for more than 10 per cent of overall target of $3,808,000.

The United Way of Kingston, Frontenac, Lennox and Addington continues to work closely with local partners to tackle growing areas of need in our community. The funds raised through the Queen’s campaign will have local impact on key challenges like food security, mental health and addictions support, and homelessness.

Queen’s staff, faculty, and retirees are leaders in the community having the largest workplace and retiree campaign within the region. A recent report by Deloitte showed that Queen’s community members annually raise well over $1 million to support local causes while students put in thousands of volunteer hours with local agencies and programs

To join the campaign and donate, visit the Queen’s United Way site and follow the instructions. Previous donors who have accepted automatic renewal can also use this link to increase their annual pledge.

Advancement team celebrate by giving back

On a cold December day, a group of determined individuals set out to make a difference in their community. These were not your average volunteers – they were the employees from the Office of Advancement at Queen's University, coming together for their annual year-end celebration.

 But this wasn't just a chance to reconnect and have some fun – it was also an opportunity for them to give back to the city of Kingston and its underserved communities. Nearly 100 Advancement employees spent their afternoon volunteering at organizations such as The Fairmount Home, Kingston Humane Society, and Partners in Mission Food Bank.

With a spirit of collaboration and a desire to make a positive impact, the staff worked together to clean, organize, and even gather a final vegetable crop of the season. They even took the time to write holiday cards for long-term care residents.

“We appreciate all the hard work that went into making them. Our residents will certainly enjoy them very much,” says Katie Johnson, recreationist from the Fairmount Home.

“As a department, with many remote or hybrid employees, we genuinely appreciate the importance of community,” says Karen Bertrand, Vice-Principal (Advancement). "When we have a chance to come together as a group, we build connections as colleagues, but we can also be part of a larger movement for positive change.”

For Advancement staff members, this year-end gathering was a chance to get to know Kingston and the values of the community that Queen’s calls home.

“As a team, we've all benefited from living or working in Kingston,” says one staff member. “Being able to give something back to the people and organizations that work tirelessly to support this region was a memorable experience for our entire team.”

Through their dedication and hard work, the Office of Advancement staff made a lasting impact on the Kingston community through service and compassion.


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