Organizational inclusion assessments
Establish a useful baseline before choosing the next initiative.
Explore this service01 / Our expertise
Diversity, equity & inclusion
Turn inclusion into everyday organizational practice.
From your priorities to a practical scope
A clear starting point. A considered way forward.
Connect your commitment to inclusion with the decisions that shape hiring, advancement and participation. We help define the questions, examine policies and employee experience, and develop a practical plan with clear ownership. The work starts with your context and the people affected by it.
What the work is designed to support
- A clearer picture of barriers across the employee experience.
- Priorities that connect inclusion to organizational objectives.
- An action plan with accountable owners and meaningful indicators.
What you receive
The final scope is agreed with your team. A focused engagement can include:
- Assessment summary with evidence, limitations and priority barriers.
- Policy recommendations and an implementation sequence.
- A measurable inclusion roadmap tailored to your resources.
- A leadership briefing and progress-review framework.
Picture the deliverable.
ILLUSTRATIVE OUTLINE
Inclusion assessment and action brief
An illustrative outline connecting organizational evidence to decisions about policy, participation and accountability.
Context and evidence
The agreed questions, sources reviewed, participation approach and limits of the available evidence.
Barriers and priorities
Themes across policies and employee journeys, with the reasons for prioritizing each issue.
Action and ownership
Proposed actions, responsible roles, dependencies and a schedule for reviewing progress.
An example to help you discuss the scope. The final methods, contents and responsibilities are agreed in your proposal.
Download this sample outline (.txt)A useful starting point.
Gather what is already available. We can help identify gaps during scoping; a complete package is not required to start a conversation.
- A short description of your organizational objectives and workforce context.
- An inventory of relevant policies and any existing inclusion commitments.
- Names of project roles and a high-level summary of previous consultation.
What we agree before starting.
- Employee consultation methods, confidentiality and access to information are agreed before collection.
- An organizational review does not investigate individual complaints or replace employment-law advice.
The way we work
Clear steps. Shared understanding.
We shape each engagement around your starting point, your capacity and the decisions ahead. Responsibilities, methods and deliverables are confirmed before work begins.
Request a proposalAgree on objectives, scope and responsible use of employee information.
Review existing policies and available evidence; listen through accessible consultation.
Validate findings with stakeholders and identify practical changes.
Build the action plan, assign ownership and establish a review rhythm.
Before we begin
Your questions, considered.
Do we need an existing DEI strategy?
No. An engagement can start with a focused assessment, an existing initiative that needs direction, or a review of a mature strategy. We agree on a proportionate scope before work begins.
How is employee information handled?
Collection, access, retention and reporting rules are agreed before consultation. We favour the minimum information needed and aggregated reporting where appropriate; confidentiality limits are explained to participants.
Will the work include quotas or a certification?
Neither is assumed. Recommendations reflect your objectives, context and applicable obligations. This service does not award a certification or replace legal advice.
Across Canada
Find the right scope for your location.
City guides connect your service needs with regional project planning. Remote delivery and on-site arrangements are confirmed for each engagement.
THE NEXT STEP STARTS WITH A CONVERSATION
Request a proposal