Our Actions and Goals

SDG 8: Decent Work and Economic Growth

Promote sustained, inclusive, and sustainable economic growth, full and productive employment, and decent work for all
8. Decent Work and Economic Growth

Our goals in action

Community impact

Partnering for a prosperous economy

Queen’s is Kingston’s top employer with 1 in 10 jobs in the city found  at the university. Additionally, Queen’s has supported more than 700 startup companies and entrepreneurs, including 600 in Kingston. Our economic activity also makes up 11% of our community’s local GDP from Belleville to Brockville.

Confronting COVID-19 challenges

From 2020 to 2021, Queen’s Smith School of Business joined forces  with the City of Kingston and Kingston Economic Development Corporation to provide student and faculty resources to help businesses, not-for-profits, and social enterprises navigating and surviving the impact of COVID-19. The Kingston Region Business Support Network offered free services, including student time and skills, and community classroom learning sessions with faculty on topics designed for local business needs.

Teaching and student life

Building experience

Queen’s offers a wide-range of opportunities for undergraduate and graduate students to build their work experience and develop industry ready skills from experiential learning to paid internships. In addition to faculty-specific initiatives, eligible students can take part in the Queen’s Undergraduate Internship Program (QUIP), Summer Work Experience Program (SWEP), and Work Study Program. Queen’s also works with our local partners to offer initiatives such as the Queen’s Career Apprenticeship: Kingston that helps new graduates jumpstart their careers while helping small businesses attract and retain highly skilled talent in Kingston.

Administration and operations

[Line drawing of Grant Hall]

Queen’s University was selected by Employment and Social Development Canada as a recipient of an Employment Equity Achievement Award in the category of Innovation for the Queen’s Equity Appointments Process (QEAP) Application.

Tracking and promoting employee diversity and inclusion

The Queen’s Equity Office measures and tracks our employment representation rates to better ensure gender parity, as well as pay scale equity, among our staff.

Going beyond fair pay

Total Compensation for Queen’s staff and faculty includes pay, benefits, pension, as well as a wide array of work/life wellness programs. The university strives to provide career enrichment as well as staff learning and development opportunities. Queen’s also publishes the salary grids and ranges that are used for salary administration and pay-related decisions as part of its efforts to promote pay equity and transparency.

Supporting job satisfaction and personal growth

Understanding that employees need coaching and regular feedback to succeed, Queen’s has implemented the Performance Dialogue Process (PDP) to allow staff at all levels to have regular opportunities for meaningful conversations with supervisors about their work and contributions.

Integrating employee wellness

In 2021, Queen’s Human Resources launched the new Employee Wellness Services unit to respond to the growing need for employee-focused wellness services and resources and develop a year-round approach to employee wellness.

Respecting labour rights

Queen’s recognizes unions and labour rights, including freedom of association and collective bargaining for all. Our Human Resources website features a list of the University Unions and Associations and their corresponding collective agreements. The agreements set the terms of employment at Queen’s as well as conditions for salary negotiation and conflict resolution.

An equal and diverse workforce

Queen's recognizes and appreciates the value that diversity adds to its activities and initiatives. Through its Employment Equity Policy, the university acknowledges its responsibility to maintain an employment equity program that includes processes, plans, and procedures that address historic under-representation in the employment of marginalized groups. This includes women, members of visible minorities and racialized groups, Indigenous peoples, persons with disabilities, persons of any sexual orientation or gender identity, and other such groups designated by legislation or otherwise.

The Employee Resource Groups initiative was developed to promote career development and community building for equity-deserving groups on campus. Most recently, the Queen’s University Association for Queer Employees (QUAQE) was announced in 2021 to create a more inclusive and supportive workplace for 2SLGBTQI+ employees.

[Line drawing of four clasped hands]

Queen’s is committed to ending discrimination in the workplace, including discrimination based on religion, sexuality, gender, and age.

Preventing harassment and discrimination in the workplace

Our Harassment and Discrimination Prevention and Response Policy mandates education and other proactive measures to prevent harassment and discrimination in the workplace. It also establishes procedures that ensure that the university effectively addresses and responds to reports and complaints of harassment and/or discrimination in the workplace.

Queen’s protects its community members through the University Secretariat and Legal Counsel’s Harassment/Discrimination Complaint Policy and Procedure. The university has established a Human Rights and Equity Office that aims to increase awareness among the university community of the effects of harassment and discrimination through educational programs and other initiatives. It also provides support and protection from reprisal for individuals and groups who are the targets of harassment and discrimination.

An impartial resource for promoting fairness

The Office of the University Ombudsperson is an independent, confidential and impartial support for the Queen’s community. It provides general advice to employees and students about their rights and responsibilities and helps ensure procedural fairness in decision-making.

Our commitment to social procurement

[Photo of alliums outside of Summerhill on Queen's campus]

Queen’s encourages and supports social sustainable procurement focused on meeting our needs for goods and services while  achieving value for money and generating benefits to the organization, the community, and the economy and minimizing damage to the environment. Our Procurement Policy ensures accountable, efficient, transparent, and ethical practices are used  to acquire projects and services for the university whether by purchase, rental, or lease. Queen’s strict policies against forced labour, modern slavery, human trafficking, and child labour also extend to our University Trademark and Licensing Code of Conduct.

Outlining our commitment to employment equity

The Human Rights and Equity Office at Queen’s University developed the Employment Equity Plan 2021-2022, outlining the university’s goals to increase equity in the areas of recruitment, retention, and professional development for the 2021-2022 academic year.

2022 Announcement

7th in the world
7th in the world

7th in the World

Times Higher Education Impact Rankings

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