Designing Clarity

My work experience spans large cross border projects, research, full-stack data analytics, equity-focused non-profit programs, program & system scaling, board leadership and mentorship initiatives. I engage in thoughtful, collective partnerships & data-informed approach to fostering EDIA and opportunities.

Revised PIP creating:

Supportive Performance & Expectation Plan (Synopsis)

Opportunity - Approaching & Developing a Fair Performance Improvement Plan (PIP)

🔎 Methodology: Took time to understanding current situation, learn about organization, leader’s responsibilities, thinking, emotions as well as learning about direct report’s skills & personal challenges.

📝 Discussed potential bias’, current ideology of a PIP & reframed for Balance of Power

📝 Created succinct education packet for leader discussing: Duty to Inquire, Outlining Organizational Needs & Impact, Duty to Accommodate process PLUS understanding of Power Dynamics, Disability, Culture & typical Workplace socialization.

📝 Revising Performance Plan coaching - collaborative development through safe, transparent & open discussion

🌟Outcome: Simple shifting of working hours and increased communication between leader & direct report. Outstanding turnaround for deliverables within a month in addition to further development of trust between leader & direct report. The positive change has resulted in further responsibilities & gradual promotion to direct report.

🔎 Root Cause Inquiry: Created a RCA Questionnaire to gather information from leader to ascertain reason for initial predicament.

🔎 Discovery: Existing system with minimal structure or supports

💡 Solutions: Leader to continue leading with a understanding & positive attitude. Improvements - begin courses to support further leadership development & seek out mentorship with other successful leaders.

Opportunity - Comprehensive Analysis of DEI Status, Challenges & Strategies to achieve successful Culture for a Fortune 500 Retailer

NOTE: There is a limited amount of information that I can post for this evaluation. However, for more examples of technical prowess, please scroll down to the “Scalable Insight Systems” section on this page.

🔎 Methodology: Ascertain Target DEI goals, Current Diversity (employee & local) Data for Analysis, Feedback/Comment Analysis, Recruitment & Retention Evaluation, Primary Barriers to Success, Program evaluation, Recommendations for Improvements & KPI/Data Foundations for future success measurement.

🔎 DEI Goals - Aligned with Local Demographics:

📝 Gender Targets: Try to achieve a 50% women and 50% men workforce with gender balance across all roles, including technical (STEM) and leadership positions.

📝 Racial Targets: Reflect local demographic diversity with 63% people of color and 37% white employees where local colleges/universities have diverse recruits

📝 Supportive Policies: Pair targets with organizational policy improvements to foster an inclusive environment.

🔎 Current Challenges: ​

📝 Gender Disparity: Women were underrepresented in leadership roles (only 2.56% in senior leadership) and technical positions

📝 Racial Disparity: White employees dominated mid-level (65.2%) and senior-level (87.2%) roles with Indigenous & other racialized groups severely underrepresented

📝 Cultural Issues: Identified white male-dominated culture, harassment, favoritism and lack of accountability created an unwelcoming environment for women and racialized employees

📝 Recruitment and Retention: Biased recruitment & hiring practices, lack of mentorship and inequitable career progression hindering DEI progress

💡 Solution - Implementation Actions:

📝 Short-Term Actions: Focus on creating a safe and inclusive environment, updating policies and addressing harassment

📝 Long-Term Actions: Establish measurable DEI metrics, track progress and ensure transparency in data reporting

📝 Continuous Improvement: Adopt the principle of "continuous improvement” to adapt DEI initiatives over time

💡Conclusion

The organization will be able to achieve their DEI goals as they genuinely make large steps towards fairness & respect in the workplace. However, there needs to be awareness of resistance to change through emotional backlash from groups perceiving DEI initiatives as exclusionary while also attempting to mitigate the risk of tokenism, stigmatization of diverse hires and complacency in DEI efforts. Through persistent efforts, cultural transformation and accountability they can ensure that there is genuine inclusion of diverse employees by implementing the recommended strategies. The organization can continue to create a fair, inclusive and competitive workplace that reflects the diverse communities it serves.

Tailored Fair Team Systems & Programs that deliver impact.

Projects demonstrate a thoughtful, evidence informed approach to advancing sustainable change.

Focus on Team Leadership, Team Collaboration, Team Consensus, All Ages Mentorship.

More details in Sections near end of page.

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