Past Research
Diversity
A society or organization made up of individuals with different identities, abilities, backgrounds, cultures, skills, perspectives, and experiences.
Inclusion
A sense of feeling included in society or in an organization because it is fair, equitable, supportive, welcoming, and respectful, and values individuals' diversity.
Equity
A recognition that certain people and groups have different circumstances and reaching equal outcomes will not be achieved by treating everyone the same.
Research example: D&I
at Global Affairs Canada
About the Project
Global Affairs Canada is Canada's federal department for foreign affairs and international trade and represents Canadian values abroad. To help Global Affairs Canada enhance internal LGBTQ2+ and Indigenous inclusion, I led a consulting project to address:
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What is D&I and why does it matter for the client?
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What does LGBTQ2+ and Indigenous D&I look like at Global Affairs Canada?
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How can Global Affairs Canada enhance LGBTQ2+ and Indigenous D&I?
Note: This report and webpage reflect the views of the author and should not be viewed as representing the views of Global Affairs Canada, nor those of Harvard University. This project was for educational purposes only.
“There is no such thing as a model or ideal Canadian....
A society which emphasizes uniformity is one which creates intolerance and hate.... What the world should be seeking, and what in Canada we must continue to cherish, are not concepts of uniformity but human values: compassion, love, and understanding.”
– Pierre Elliott Trudeau (Canada’s 15th Prime Minister)
About the Client:
Canada is a nation built on diversity, and inclusion is at the heart of Canada’s identity. Global Affairs Canada (GAC) is Canada's federal department for foreign affairs and international trade and represents Canada’s diversity and inclusion abroad through diplomatic relations, consular services, international trade, international development, international assistance, and other activities.
The Challenge:
In recent years, GAC, has made great strides in workplace D&I. Yet, Lesbian, Gay, Bisexual, Transgender, Queer, Two-Spirit, and other sexual orientation (LGBTQ2+) staff and Indigenous staff are more likely to report workplace challenges with stress, discrimination, and harassment at GAC. These adverse experiences limit an employee’s productivity and ability to fully contribute to Canada’s foreign policy design and implementation. Addressing these challenges not only is the right thing to do, but also can make GAC a more inclusive environment and help GAC deliver on its commitments to preserve and support Canadian prosperity and security.
1a) Framing D&I's Benefits and Implications
1b) Defining a Theory of Change to Unlock Existing D&I's Potential
2a) Structuring Empowerment & Integration Assessment
2b) Collecting, Analyzing, and Visualizing Data
visualizing data using Dynamic dashboards
(Play with it yourself!)
3a) Framing
Types of Solutions
3b) Identifying Best Practices With
Peer Benchmarking
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