Queen’s Faculty of Health Sciences’ 2012 strategic plan process has reaffirmed the School of Medicine’s commitment to diversity and equity. http://healthsci.queensu.ca/templates/healthsci/assets/healthsci-strategic-plan-r20120622.pdf
Queen’s School of Medicine operates in the context of a university that is committed to principles and programs which promote diversity and equity and which contribute to the elimination of harassment and discrimination:
“Queen’s University recognizes that the values of diversity and equity are vital to and in harmony with its educational mission and standards of excellence. It acknowledges that direct, indirect and systemic discrimination exists within our institutional structures, policies and practices and in our community. These take many forms and work to differentially advantage and disadvantage persons across social identities such as race, ethnicity, disability, gender identity, sexual orientation, faith and socioeconomic status, among other examples.
Queen’s is committed to counteracting discrimination in this institution and developing a climate of educational equity that recognizes and respects the equal dignity and worth of all who seek to participate in the life, work and mission of the University. Such a climate is created and maintained by developing a university-wide commitment to and understanding of educational equity, supported by policies, programs, curricula, practices and traditions that facilitate individuals’ and equity-seeking groups’ free, safe, and full participation.”
-Excerpt from Queen’s Educational Equity Policy, approved by the Senate, November 26, 2009.
“Queen's University believes in the necessity of providing safeguards for its members against harassment and discrimination. This includes harassment and discrimination on the basis of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, gender identification, sexual orientation, age, marital status, family status and handicap (disability). In addition, the University has the duty to do so under Ontario and Federal law. This duty is also met by special programs designed to relieve hardship or economic disadvantage or to assist disadvantaged persons or groups to achieve or attempt to achieve equal opportunity or that are likely to contribute to the elimination of harassment and discrimination. Implicit in the duty not to harass or discriminate is a positive duty to accommodate.”
-Excerpt from Queen’s Harassment/Discrimination Complaint Policy and Procedure, approved by the Senate, March 30, 2000.
“Queen’s university recognizes and appreciates the value that diversity adds to its activities and initiatives. The University is committed to a workplace free of discrimination that is supportive and respectful of employees with diverse backgrounds and that ensures everyone at Queen’s has a full and enriching experience.
The University acknowledges its responsibility to maintain an employment equity program, that would include processes, plans and procedures, that addresses the historic under-representation in the employment of women, members of visible minorities and racialized groups, Aboriginal peoples, persons with disabilities, persons of any sexual orientation or gender identity, and other such groups”
-Excerpt from Queen’s Employment Equity Policy, approved by the Vice-Principals' Operational Committee, February 2014.
Queen’s University provides extensive programs and services to promote employment equity, educational equity and human rights through its:
- Equity Office http://www.queensu.ca/equity/index.html,
- Human Rights Office http://www.queensu.ca/humanrights/index.html
- Disability Services Office http://www.queensu.ca/hcds/ds/