People and Culture, Consultant, Diversity, Equity, Inclusion and Anti-Racism (DEIAR)

Reporting to the Director, People and Culture, the People and Culture Consultant, Diversity, Equity, Inclusion & Anti-Racism (DEIAR) reviews and recommends improvements to policies and processes in support of Mount Allison as an inclusive, respectful workplace and community and provides expertise and hands-on support to IBPOC and other equity-seeking faculty and staff.

This position is the first point of contact for faculty or staff who have experienced or have concerns related to racial and other forms of harassment or discrimination and guides individuals in navigating applicable University processes and resolution mechanisms. They help improve and create new processes that enhance the University’s capacity to increase safety and respect in our community, and act as a resource for the University community to create a high level of understanding and appreciation for the lived experiences and histories of equity deserving communities on campus.

The incumbent works with key stakeholders, such as the Diversity, Equity, Inclusion and Anti-Racism (DEIAR) Student Advisor, on educational initiatives related to diversity, equity, inclusion, and accessibility, and to ensure effective and full coverage of supports to both the student and faculty/staff communities.

Note: Responsibilities of this new position may evolve over time as this position and related processes mature.

Responsibilities

• Guide and provide support to faculty and staff in cases of racial or other forms of harassment, with great sensitivity and in accordance with established processes and policies
  • In cases of racial discrimination, liaise with members of the Anti-Racism Response Team where appropriate, and act as support for faculty and staff should they wish to file a complaint under the Policy on Workplace Harassment
  • Facilitate access to trauma-informed counselling to those who have experienced racialized or other violence and harassment, and foster an environment where individuals feel heard, believed, and validated while working together to explore options for sustainable resolutions
  • Support development and implementation of mediation and other conflict resolution mechanisms in liaison with the administrator of the Policy on Workplace Harassment
• Participate in projects to advance equity throughout the employee life cycle, such as development of voluntary self-identification mechanisms
• Provide input to EDIAR governance and policy development and renewal through critical review of existing policies and processes and recommendation of improved practices
• Develop, facilitate and/or coordinate education and coaching for faculty and staff on the University’s Anti-Racism Policy #1010, systemic racism and micro-aggression, equitable recruitment, and other relevant topics to advance a respectful and inclusive workplace, in liaison with other People and Culture team members
• Work with other community stakeholders to facilitate inclusive events that promote an inclusive and respectful culture and diversity on campus and increase cultural competency
• Support affinity groups and employee resource groups
• Uphold the independence of their role, as well as professional standards that include procedural fairness and confidentiality
• Liaise with colleagues in Student Affairs, members of the Anti-Racism Response Team, and other staff and faculty as required
• Participate as a member of relevant University committees
• Perform other duties as assigned