BIPoC Students

Diversity Job Board – An online platform that promotes job opportunities and companies that value inclusion and diversity. Find employers that are dedicated to diversity hiring. Sign up for job alerts and search for potential positions.

Squad Jobs - An online job search that caters to diversity through their profile creation for those in the technologies field. They say, “We help diverse Techies find jobs & advance their careers while being visible and valued. We also help companies find the unique talent they need.” They are currently developing a diversity-based networking feature as well known as ‘Find your Squad’.

Websites that assess the diversity programs and facilities in Canadian and other International employers

• For example: Canada Top 100
  “Canada’s Best Diversity Employers recognizes employers across Canada that have exceptional workplace diversity and inclusiveness programs. This competition recognizes successful diversity initiatives in a variety of areas, including programs for employees from five groups: (a) women; (b) members of visible minorities; (c) persons with disabilities; (d) Indigenous peoples; and (e) lesbian, gay, bisexual and transgender/transsexual (LGBT) peoples.”

Other similar pages are: Fair360, Forbes Canada’s Best Employers, Eluta

The example on this page is a fictionalized combinations of many students’ experiences.

Balbir, a Political Studies major, is going to graduate soon. He commenced his job search with an appointment at Career Services. The counsellor encourages him to reflect on how he wants to balance his values, skills, and goals throughout his upcoming professional career. He makes the following observations in a journal.

He notes that along with his professional aspirations and considerations, living close to his family is very important. Since his family lives in London, Ontario, he focuses on nearby areas and cities such as Waterloo, Woodstock, and Cambridge in his job search perimeters. He is also thinking about working hours, as he considers his potential role as a caregiver for his parents in the future. At the same time, he would like a stable job with a lower turnover rate, salary stability and potential pension. As a man who wears a turban, it is also important to Balbir to work in a profession and organization that respects his cultural and religious identity.

Balbir reconnects with a former mentor who recommends that Balbir emphasize the client relations management skills from his summer job at a doctor’s office on his resume, as well as his language skills in Urdu, Punjabi, and Hindi on his resume.

When talking to friends about the challenges in describing his relevant experiences and skills in his job applications, one friend mentions the Queen’s Skills Cards. The Skills Cards help him to realize how his volunteer experiences have developed a multitude of unique skills, such as “Understanding Leadership Styles” and “Intercultural Skills”. He better understands the skills he already has, and other skills he may still want or need to develop, and feel he is able to describe his skills and experiences more clearly for interviews. The Queen’s Skill Cards Sorter also helped him to figure out which skills were ones he preferred to use and other skills which would demand more effort.

With these considerations, Balbir makes another appointment to chat with a career counsellor. Through this discussion, Balbir realizes that his research experience in global climate governance politics is something he would like to pursue further.  With further self-reflection and other tools Balbir narrowed his focus to roles in research and policy within governmental ministries related to justice or the environment.

Takeaway: Clarify What Matters Most to You

Balbir’s journey shows how aligning your job search with your personal values, cultural identity, and caregiving responsibilities can lead to more confident and focused career decisions. Tools like the Queen’s Skills Cards and support from mentors or career counsellors helped him reflect, recognize his transferable skills, and target meaningful roles in policy and justice.

Reflection Questions

• How has your organization made long-term investments in equity, diversity & inclusion?
• How does your organization provide mentorship for growth in the company?
• Does your organization have equity-seeking groups or groups affiliated to such missions that facilitate the working of equity, diversity, and inclusion here?
• How does this organization provide benefits and accommodations that reflect the needs of a diverse workforce (e.g. paid sick leave, parental/caregiver leave, cultural leave, flexible scheduling, transition support, prayer room)?

The Queen’s Best magazine, interview workshops, and our Interviews tipsheet (PDF, 279 KB) are helpful resources that prepare you to confidently answer interview questions, including ones through which you can demonstrate your knowledge of and interest in the organization.

Deciding how much of your personal identity, background, or lived experiences to share during a job search can be complex. These choices, often referred to as disclosure decisions, may come up when writing your application materials, networking, or answering interview questions. They can be influenced by your values, comfort level, workplace culture, and career goals. There is no single right answer; what matters most is making informed decisions that feel authentic to you and align with your current priorities. The examples below show how different individuals have approached disclosure in ways that worked for their unique circumstances.

The examples on this page are fictionalized combinations of many students’ experiences.

Safiya considers removing details about her involvement in equity-deserving student clubs from her resume and cover letter but realizes doing so would erase unique experiences important to her identity. She chooses to keep them, aiming to work for organizations that value intersecting identities.

Madan, on the other hand, adjusts how he presents his experiences in interviews after noticing hiring patterns in his field. Balancing financial needs, family obligations, and career goals, he prioritizes gaining experience and frames his story accordingly.

Safiya and Madan reflect on how much of their identity to express in the job application process; and both make different but valid choices.

• Safiya chooses to honour her cultural and club experiences by naming them clearly on her resume, seeking an employer that values intersectionality.
• Madan decides to adjust how he presents his background in interviews based on observed hiring trends, prioritizing financial stability and long-term goals.

Takeaway: Sharing identity is personal. There’s no single “correct” strategy; what matters most is making a decision that aligns with your values and current priorities.

Reflection Questions:
Do I feel that the organization(s) I am interested in show demonstrated commitment towards fostering equity and diversity?

If I had a chance to interact with employees of this organization, how did I feel about them and did these interactions align with my understanding of their organization’s values and priorities?

What name should I be using for the application process?

It is quite common and acceptable to list your preferred name on your resume, but we recommend that you be consistent in usage throughout your application process. Consider which name you wish to use professionally and feel most comfortable being called. You will have to provide legal documentation which includes your legal name should you be the successful candidate and accept the position.

What are illegal questions in an interview?

Discriminatory questions are questions that single out candidates based on their race, gender, age, religion, ethnic origin, and other factors. These questions may be asked by interviewers out of curiosity or when making small talk in some cases, but appropriate interview questions should relate to the job and evaluate  an applicant’s qualifications, skills, and overall competence for the role. Examples of illegal questions include, “Where are you from?”, “What nationality is your name?”, “Where are your parents from?” and others. When some requirements such as language skills or knowledge of a particular country are bona fide occupational requirements, then the questions must be closely and directly related to the qualification. A bona fide job requirement is a task/qualification that is considered to be required in the context of a specific job. For more information about your protections and these requirements, please consult the Ontario Human Rights Commission page.

What are discriminatory or inappropriate interview questions?

Discriminatory questions (sometimes called "illegal questions") are questions that single out candidates based on protected characteristics such as race, gender, age, religion, ethnic origin, disability, and other factors outlined in human rights legislation (will have to insert link) These questions can reflect bias or racism and are inappropriate because they do not relate to job qualifications.

Appropriate interview questions should evaluate an applicant's qualifications, skills, and competence for the role, not probe into their personal identity or background in ways unrelated to the job.

Examples of discriminatory questions include:

• "Where are you from?" / "Where are you really from?"
• "What nationality is your name?"
• "Where are your parents from?"
• Questions about accent or language abilities (unless language is a bona fide occupational requirement)
• "What is your religion?" or questions about religious practices
• Questions about marital status, family planning, or childcare arrangements

Human Rights at Work specifies some questions that interviewers should be avoiding, such as

• “presence or absence of Canadian experience
• landed immigrant status, permanent residency, naturalization or refugee status
• place of birth
• affiliation with a particular “community” or where the applicant “comes from”
• membership in organizations such as cultural or ethnic associations
• name and/or the applicant’s appearance
• name and location of schools attended.”

NOTE: These interviews practices may differ between different countries and jurisdictions based on their different laws and societal norms.

This Glassdoor article is helpful for understanding the nuances of questions relating to race, socioeconomic status, age, and other factors that may be encountered in interviews. You can use this information to come up with strategies to managing the answers for such as “Where are you from?” and “What do you think about our diversity policies?”. This advice page by Monster.ca also provides some guidance on handling illegal or appropriate questions asked by employers during the job seeking process.

How do I manage microaggressions in the form of a question such as “Where are you really from”?

Nami just completed an interview with ABC Inc. After the interview concluded, Nami was engaged in friendly conversation with one of the interviewers as they walked down the hallway. In the midst of the conversation, the interviewers asks, “I’m curious, where are you from?”. While seemingly innocent, the question made Nami feel uncomfortable, she recognized it as a microaggression that subtly questioned her belonging.

Nami had encountered a similar question before and had brainstormed various strategies for how she would answer such a question if asked again. Nami also recalls that ethnicity and cultural identity may be inquired only when there is a bona fide occupational requirement.

Strategy 1: Clarify and inquire about relevance of question, then decline to answer

She decides to respond in a clear professional manner in order to clarify the intent and purpose of the question the interviewer just asked of her. Doing so refocuses the responsibility on the interviewer to justify the question.

Nami responds with professionalism and redirects the conversation: 

“Could you help me to understand how this relates to the requirements for the position so that I can better respond to what you are looking for?”

Strategy 2: Redirect focus to relevant experiences

Nami discloses her ethnic background. However, she uses this opportunity to supplement her skills and capabilities. She takes the focus away from the initial question and makes it about her potential as a successful candidate. Nami can still shift the focus to her skills:

“I am Somali-Kenyan. In fact, I am fluent in Arabic and Swahili in addition to English. My diverse background has taught me to quickly notice and adapt to verbal and non-verbal cues in my environment. In my role as Event Coordinator for Queen’s Cultural Exchange Club, my background was helpful in making connections with others from different cultures and ethnicities.”

Strategy 3: Revert question back at the interviewer

In this scenario, Nami decides to take control of the definition of “Where are you from” and places responsibility on the interviewer to answer the same question.

“I grew up in a few different places but spent my formative years in Kitchener. Where are you from?”

Sometimes during the job search process, you may encounter uncomfortable questions or comments that feel inappropriate or make you question your belonging. These moments can happen in formal interviews or in casual conversation before or after. While these situations can be challenging, having prepared strategies can help you respond with confidence.

General Strategies for Responding

Strategy 1: Clarify the question's relevance
If a question feels inappropriate or irrelevant to the job, you can professionally redirect:

• "Could you help me understand how this relates to the requirements for the position?"
• "I'd be happy to discuss my qualifications for the role. Is there something specific you'd like to know about my experience?"
   

Strategy 2: Redirect to your professional strengths
Shift the focus back to your skills and qualifications:

• Briefly acknowledge the question, then pivot: "My diverse background has helped me develop strong skills in [relevant skill]. In my role as [example], I was able to..."

Strategy 3: Set a boundary politely
It's acceptable to decline to answer questions that make you uncomfortable:

• "I prefer to keep the conversation focused on my qualifications for this role."
• "That's quite personal. I'd rather discuss how my experience aligns with this position."

Remember: If you encounter situations that feel discriminatory or make you uncomfortable, you can:

• Book an appointment with a Career Services counsellor to discuss and explore next steps
• Contact the employer's HR department if appropriate
• File a complaint with the Human Rights Commission of the province involved if you believe discrimination occurred
• Decide whether this employer aligns with your values and priorities
   

In addition to the scenario above, you can use these articles as resources understand this question further. This Forbes article and CBC article cover the nuances of this “other-ing” question and may have to be tackled during the job seeking process. This Refinery29 article provides you with the strategies to handle such a query.

NOTE: If you do encounter such situations and would like further support, you can book an appointment with a career counsellor to debrief the situation.

Mental Health and Wellness Support

Career planning and job searching can be stressful experiences, particularly when navigating workplace discrimination, microaggressions, or other challenges related to your identity. Your well-being matters, and these culturally-responsive mental health and wellness resources are available if you need support:

• Black Youth Helpline: 1-833-294-8650
• Talk 4 Healing: 1-855-554-4325
• Healing in Colour: Therapy directory for BIPOC communities

Queen's Student Wellness Centre also offers counseling services, including supports for students from racialized communities. Visit Queen's Student Wellness or call 613-533-2506.
You can also connect with the Yellow House and the Human Rights and Equity Office for additional campus-based support.

Throughout your career journey, remember that you have agency in making choices that align with your values, identity, and goals. Whether you're researching employers, preparing for interviews, or making disclosure decisions, trust yourself to know what feels right for you. Queen's Career Services is here to support you every step of the way.

Next Steps

• Book a 1:1 appointment to discuss your specific career goals and concerns
• Attend our drop-in hours to ask quick questions
• Explore the resources linked throughout this page
• Connect with student clubs and alumni networks that resonate with you