Our approach to data gathering, engagement and capacity building is guided by the belief that as key stakeholders, employees are best positioned to shed light on the current gaps in organizational culture and its programs and practices and identify opportunities for change.

The consultation process may involve a combination of group interviews or one-on-one interviews with the goal of learning about the experiences of Black, Indigenous, racialized employees as well as employees with disabilities and 2SLGBTQ+ employees. We take an intersectional perspective that recognizes intersecting forms of inequity.

It is a process of learning on the part of all parties (co-learning) and is designed to model and foster trusting and productive relationships going forward as the organization prepares to implement the recommendations flowing from these consultations.