A: At BDO Canada, our focus is on embedding diversity, equity, inclusion and accessibility into core people practices and creating holistic programs that enable our people to do more together. This includes how we support professional development, design benefits, approach flexibility and remove barriers across the employee lifecycle.
Read: BDO partnering with NGOs to address workplace accessibility gaps
An important milestone this year is the launch of our Reconciliation Action Plan in June, which reflects our broader DEIA approach — grounded in accountability, shared ownership and sustained impact. Together, these efforts reinforce that inclusion and accessibility aren’t separate initiatives, but integral to how the organization operates and supports its people.
Q: What programs do you consider most successful/you’re most proud of?
A: I’m most proud of the progress we’ve made in moving DEIA from intention to practice. A key part of this progress has been the DEIA Council, which creates meaningful opportunities for employees to get involved and help shape our priorities and initiatives. By centring employee voices and lived experiences through the council and related efforts, we’ve been able to build trust, encourage honest conversation and reinforce that inclusion is a shared responsibility.
Q: What top challenges do you face in your role?
A: One ongoing challenge is balancing urgency with sustainability as expectations around DEIA continue to evolve. While the broader conversation can shift quickly, our focus remains on creating an inclusive, psychologically safe workplace where employees feel supported and respected every day.
Read: How to build a psychologically safe workplace
Rather than treating DEIA as a separate stream of work, we’re embedding it into our culture and core practices, shaping leadership, talent and total rewards and decision-making across the organization. That shift requires consistent leadership engagement and reflection on existing systems, but it’s essential to helping people feel included and able to thrive.
Career cribsheet
October 2024 — Present
Senior manager, DEI and accessibility, BDO Canada
March 2022 — Present
Indigenous pillar lead, National DEIA Advisory Council, BDO Canada
January 2024 — October 2024
Senior HR manager, BDO Canada
October 2021 — January 2024
HR manager, BDO Canada
July 2009 — December 2021
HR advisor, Suncor Energy
September 2007 — July 2009
HR coordinator, NC Services Group
December 2006 — September 2007
HR coordinator, University of Calgary
Q: What key HR total rewards issues do you expect in the coming year?
A: Mental health, flexibility and accessibility will continue to be key priorities. Employees are increasingly looking for benefits and policies that reflect real world complexity, including caregiving responsibilities, complex and multiple disabilities, financial well-being and diverse cultural or family needs that support them at different stages of life. From a DEIA perspective, this means taking a closer look at how programs are experienced, understanding who benefits most and ensuring design choices support equitable access and reduce unintended barriers wherever possible.
Q: What do you like to do in your free time? What are your hobbies?
A: I enjoy spending time with my two children exploring new places and travelling together whenever we can. Being outdoors and on the move helps us step away from busy routines, stay connected and focus on what truly matters. That balance shapes how I value flexibility and well-being, both at home and in the workplace.
Read: Flexible working, work-life balance can impact workers’ well-being, quality of life: report
Q: What’s your favourite employee benefit and why?
A: I’m genuinely proud of our flexibility policy and the way we support employees at every stage of life. Through flexible work arrangements, supportive leave policies and benefits that adapt to different life stages, BDO Canada acknowledges that people experience work differently and have responsibilities beyond the workplace. When people feel comfortable asking for what they need and know they’ll be supported, it reinforces that their lives outside of work matter.
Jennifer Paterson is the editor of Benefits Canada and the Canadian Investment Review.