Description

The Equity, Diversity, Inclusion, and Accessibility Consultant (EDIA) is responsible for the design, development, implementation, and evaluation of initiatives aimed at advancing equity, diversity, inclusion, and accessibility across the organization. This includes supporting the development of organizational capability, inclusive workforce planning, recruitment and retention strategies, leadership development, workplace culture, and multi-year EDIA action planning.

Provides advice and expertise in the planning, development, implementation, and evaluation of EDIA programs, initiatives, and strategies, ensuring alignment with organizational objectives and corporate strategic priorities.

Plays a key role in establishing and maintaining an ongoing EDIA assessment approach by engaging stakeholders, analyzing workforce data, and providing evidence-based recommendations that promote an inclusive, equitable, and accessible workplace culture.

Supports the design and implementation of inclusive recruitment, retention, mentorship, and career development programs that advance workforce diversity.

Collaborates with senior leadership, HR, departments, the Accessibility Coordinator, and the Joint EDI Committee to integrate EDIA principles into organizational practices, programs, and strategic initiatives.

Designs and facilitates EDIA training sessions and coordinates the identification, procurement, and implementation of external learning solutions. 

Builds and maintains relationships with stakeholders and community partners, educational institutions and EDIA networks.

Develops internal and external communications, toolkits, and resources to promote EDIA programs, initiatives, and best practices across the organization.

Monitors, evaluates, and reports on EDIA initiatives using data-driven metrics and feedback mechanisms in support of continuous improvement.

Provides guidance and consultative support to management and employees on EDIA matters, such as inclusive hiring, accessibility, and workplace culture.

Oversees EDIA-related projects, including coordination with external consultants or vendors, project planning, execution, and evaluation of outcomes.

Stays current on emerging trends, legislation, and best practices in EDIA.

Participates in departmental committees, cross-functional initiatives, and professional networks to maintain expertise and promote EDIA excellence.

Pursues professional and personal development through continuing education and training, workshops, seminars, and literature reviews.

Performs other related duties as assigned.

Requirements

University degree in Human Resources, Diversity and Inclusion, Social Sciences, Business Administration, or a related discipline 

Minimum of five (5) years of experience in Equity, Diversity, Inclusion, and Accessibility (EDIA), including designing, implementing, and evaluating EDIA programs and initiatives, as well as conducting research, data analysis, and reporting, preferably in a public sector, unionized, or academic environment

Knowledge of current and emerging EDIA trends, legislation, regulations, best practices, and tools, including accessibility and human rights considerations

Knowledge of EDIA networks, organizations, and resources, with the ability to leverage best practices

Proficiency in the use of personal computers and software in a Windows environment

Strong project management skills with the ability to manage multiple priorities, and meet tight timelines

Well-developed analytical, problem-solving, decision-making, and critical thinking skills

Excellent verbal and written communication skills, including facilitation, presentation, and public speaking

Ability to work independently and take initiative in approaching tasks or projects with limited direction

Ability to exercise tact, discretion, and sound judgment in dealing with complex and sensitive issues

Ability to establish and maintain effective working relationships with internal and external stakeholders, and influence others effectively

Ability to foster a culture of inclusion while leading organizational change 

Chartered Professional in Human Resources (CPHR) designation or working towards the designation is an asset

Ability to communicate proficiently in both official languages (English & French) is an asset, but is not required