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 Human Resources SharePoint 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.

Recognizes that prejudices and systemic barriers exist within the current environment.

Recognizes the barriers for participation within the current environment.

Adapts to new ideas and appreciates differences of perspectives.

Self-reflects and evaluates own beliefs and behaviours with regard to prejudices and personal bias.

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.

Seeks out opportunities to gain new knowledge and understanding of individual or group beliefs and norms through learning and active community participation and involvement.

Actively works to make the workplace inclusive for all individuals.

Takes equity and inclusivity into consideration when completing day to day tasks and decisions.

Competency Module/Sessions

Encourages others to work well with each other, keeping in mind the many dimensions of diversity.

Acknowledges that there are historically underserved and underrepresented populations and applies equity interventions to address inequities in the workplace.

Inspires others by example to improve their knowledge and understanding of diverse groups, equity and inclusion.

Adapts communication styles to be effective in a diverse workplace.

Identifies and addresses barriers that prevent the full participation and access of equity-deserving groups.

Competency Module/Sessions

Promotes the value of diversity and the importance of being an inclusive organization.

Ensures equitable and fair treatment of others.

Incorporates innovative and inclusive strategies into the work environment.

Effectively leads diverse groups and builds consensus.

Role models continual learning on the topics of equity and inclusivity.

Creates opportunities for others to gain knowledge and understanding of inclusivity.

Challenges and navigates difficult conversation around the topics of equity and inclusivity.

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.

Champions and assures cross-cultural understanding within the organization.

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.

Actively makes space for growth and learning paying specific attention to the skills, abilities that diverse individuals bring to their role.