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A Course for Action: Introducing the QHS EDIIA Action Plan

From research to recruitment, mentorship to professional development, and culture to curriculum, the new Queen’s Health Sciences (QHS) Equity, Diversity, Inclusion, Indigeneity, and Accessibility (EDIIA) Action Plan charts a clear course for QHS transformation over the next five years.

“Our vision is a more equitable, diverse and inclusive faculty that is contributing in meaningful ways to decolonization, Indigenization, anti-oppression and justice,” says Colleen Davison, Associate Dean, Equity and Social Accountability.

The Action Plan outlines nine pillars of EDIIA action with 25 specific goals (see full list below) and 127 recommended actions. 

The ambitious, wide-ranging vision is the culmination of two years of hard work by the Dean’s Action Table on Equity, Diversity and Inclusion (DAT-EDI) and its seven working groups, which featured over 160 members.

The working groups conducted an environmental scan of existing QHS activities and examined best practices to develop recommendations and metrics for the Action Plan. The process involved hundreds of volunteer hours, building relationships, undertaking consultations, conducting research, and more. (Learn more about the activities of each working group in the full Action Plan.)

QHS Dean Jane Philpott calls it “a truly grassroots approach.”

“I am proud of the work that has been done to date, and I am deeply grateful to those who brought it to fruition,” Dr. Philpott says. “Going forward, I commit to prioritizing the work ahead as we look forward to acting on these tremendous recommendations.”

Under the Office of Equity and Social Accountability, six QHS action committees are being formed to oversee the implementation and tracking of EDIIA goals and actions.

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Pillar 1

Outreach and Summer Program

  1. Deliver the QHS Outreach and Summer Program to support and mentor high school students in the Kingston and surrounding area.
  2. Commit to sustaining and developing QHS outreach programming long term through partnerships that support targeted recruitment.
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Pillar 2


  1. Minimize systemic barriers faced by applicants through equitable and inclusive admission and transition processes.
  2. Dismantle discrimination and biases faced by applicants through equitable and inclusive selection processes.
  3. Advance equity-oriented data collection, stewardship, and reporting across QHS.
  4. Improve transparency through public communication regarding QHS EDIIA initiatives.
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Pillar 3


  1. Enhance resources and opportunities afforded to prospective equity-deserving learners.
  2. Improve QHS staff and faculty hiring policies and processes to enhance representation.
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Pillar 4


  1. Improve equity-deserving learner retention rates in QHS.
  2. Create a culturally safe and respectful workplace for all QHS employees.
  3. Implement equitable and inclusive policies and practices to increase staff and faculty retention.
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Pillar 5


  1. Formalize mentorship opportunities for QHS learners and create formal mentorship frameworks between learners and faculty.
  2. Build mentorship resources for faculty to strengthen mentorship relationships that foster positive and safe experiences.
  3. Assemble and sustain mentorship opportunities for interprofessional staff and faculty mentorship.
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Pillar 6


  1. Adapt and implement the QHS Inclusive Curriculum Model.
  2. Advance an EDIIA interprofessional approach to QHS curriculum.
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Pillar 7

Professional Development

  1. Develop infrastructure to formalize QHS EDIIA-related professional development.
  2. Identify QHS mentors/allies to support EDIIA-focused professional development.
  3. Ensure QHS EDIIA-related professional development programming is based on evidence-based practices.
  4. Build, integrate, and ensure the uptake of mandatory and evidence-based EDIIA training in QHS.
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Pillar 8


  1. Provide QHS researchers with the infrastructure and resources to engage with EDIIA principles and practices in their research.
  2. Increase QHS research funding that values EDIIA-informed research.
  3. Track and communicate QHS EDIIA research and representation in research activities.
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Pillar 9

Culture and Community

  1. Prioritize an equitable and inclusive cultural shift across QHS.
  2. Ensure the collaborative implementation and sustainability of the QHS Champion Program.

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