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.\n<\/p>\n
Read: BDO partnering with NGOs to address workplace accessibility gaps<\/a>\n<\/p>\n An important milestone this year is the launch of our Reconciliation Action Plan in June, which reflects our broader DEIA approach \u2014 grounded in accountability, shared ownership and sustained impact. Together, these efforts reinforce that inclusion and accessibility aren\u2019t separate initiatives, but integral to how the organization operates and supports its people.\n<\/p>\n Q: What programs do you consider most successful\/you\u2019re most proud of?\n<\/p>\n A: I\u2019m most proud of the progress we\u2019ve 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\u2019ve been able to build trust, encourage honest conversation and reinforce that inclusion is a shared responsibility.\n<\/p>\n Q: What top challenges do you face in your role?\n<\/p>\n 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.\n<\/p>\n Read: How to build a psychologically safe workplace<\/a>\n<\/p>\n Rather than treating DEIA as a separate stream of work, we\u2019re 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\u2019s essential to helping people feel included and able to thrive.\n<\/p>\n Career cribsheet\n<\/p>\n October 2024 \u2014 Present March 2022 \u2014 Present January 2024 \u2014 October 2024 October 2021 \u2014 January 2024 July 2009 \u2014 December 2021 September 2007 \u2014 July 2009 December 2006 \u2014 September 2007 Q: What key HR total rewards issues do you expect in the coming year?\n<\/p>\n 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.\n<\/p>\n Q: What do you like to do in your free time? What are your hobbies?\n<\/p>\n 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.\n<\/p>\n
Senior manager, DEI and accessibility, BDO Canada\n<\/p>\n
Indigenous pillar lead, National DEIA Advisory Council, BDO Canada\n<\/p>\n
Senior HR manager, BDO Canada\n<\/p>\n
HR manager, BDO Canada<\/p>\n
HR advisor, Suncor Energy\n<\/p>\n
HR coordinator, NC Services Group\n<\/p>\n
HR coordinator, University of Calgary\n<\/p>\n