Case study:
Quebec CPA Order

The Order wanted to set up a DEI Committee to establish a solid internal governance structure for this topic. We therefore began by holding a working session with stakeholders to establish the parameters for the committee and question its operationalization. This 3-hour work session was followed by the creation of a document summarizing the DEI committee’s final parameters.

Once the groundwork had been laid, we moved on to the composition of the committee members, defining recruitment criteria as well as members’ duties, tasks and responsibilities. An application form for interested candidates was then sent to all staff.

To address the need for strategic coherence and create a relevant vision for the organization and its employees, URelles organized appreciative approach workshops with four DEI focus groups, each lasting 3 hours. This approach focuses on exploring internal strengths and generating concrete solutions to improve DEI within the organization.

Participants were invited to identify past moments of inclusion and the factors that enabled these successes, to co-construct a shared vision of the future of DEI, and then to translate the vision into concrete action. In all, nearly 40 Order employees took part in the groups!

Following the workshops, with the help of the employees’ vision and ideas, we prioritized actions and drew up an action plan including: a descriptive analysis of the findings, a DEI vision, the work areas identified as well as possible solutions and recommendations.

Following the workshop and the development of the action plan, we helped the Order formalize its commitments through the drafting of a DEI policy. This policy will serve as a framework for all future actions and ensure the consistency of DEI efforts across the organization, one of the initial challenges.

Clear structure and optimal monitoring of DEI initiatives

Improving talent management practices

Enhanced knowledge and motivation