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

Queen’s is Kingston’s top employer, accounting for 9.5% of all employment in the city (Queen’s University Economic and Community Impact Study).

[Photo of Kingston City Hall]
Kingston City Hall

Administration and operations

Queen's University

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.

[Photo of Queen's Staff Appreciation event at the Athlethics and Recereation Centre]
Queen's University Principal's Holiday Reception

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.

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.

End Discrimination

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.

[Photo of Aimee Burtch, Communications & Outreach Manager, Lavonne Hood, University Ombudsperson, and Kathyrn Morrissey, Intake Coordinator of the Office of the University Ombudsperson]
Aimee Burtch, Communications & Outreach Manager, Lavonne Hood, University Ombudsperson, and Kathyrn Morrissey, Intake Coordinator of the Office of the University Ombudsperson 

Our commitment to ethical sourcing of goods

Queen’s has strict policies against forced labour, modern slavery, human trafficking, and child labour. The University Trademark and Licensing Code of Conduct 2020 outlines our commitment to ensuring that Queen’s licensed products are produced in an ethical manner, consistent with international labour standards. We also require that these standards are applied to vendors and their working conditions. The Queen’s University Procurement Policy also directs our staff to use accountable, efficient, transparent, and ethical practices to acquire products for the university whether by purchase, rental, or lease.

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 21/22 academic year.

2021 Announcement

1st in Canada
1st in Canada

1st in Canada
5th in the World

Times Higher Education Impact Rankings

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