We are honoured to be finalists for the CQCC’ s 2SLGBTQI+ business of the year! Congrats to all the finalists for their leadership in this space!
In an era where psychological health and safety and inclusion are no longer optional, organizations are struggling to move beyond policy statements and checklists. This roundtable brings together Dignii’s DEI expertise and Opening Minds’ leadership in workplace mental health to explore how businesses and workplaces can create inclusive, psychologically safe environments using real-time data and practical frameworks. We’ll discuss:
- How to assess psychological safety and inclusion meaningfully
- Where most DEI/mental health strategies fall short
- The role of data and lived experience in shaping inclusive workplace culture
- How to embed mental health into DEI frameworks to drive retention, trust, belonging, and resiliency.
Participants will leave with actionable strategies, and a clear understanding of how to integrate EDI and mental health initiatives for lasting impact.
Target Audience:
- HR executives, People and Culture
- DEI professionals
- Health & Safety / ESG leaders
- Union/management reps
- Public sector, crown corps, large private firms
OFFER:
- Free 30-minute consultation with Dignii
📅 October 7, 2025, 930am – 1030am PST, / 1230pm – 130pm EST
📍Virtual
💬 Space is limited – RSVP now to join this forward-thinking discussion.
Together, we’ll move from conversation to action.
Opening Minds, a division of the Mental Health Commission of Canada, and Dignii are pleased to announce a strategic partnership aimed at helping organizations build truly inclusive and psychologically healthy workplaces—by design, not default.
This collaboration is grounded in shared values and driven by a commitment to measurable progress. By aligning Opening Minds’ evidence-based training and assessment programs—including the Psychological Health and Safety (PHS) program—with Dignii’s expertise in data-informed diversity, equity, and inclusion (DEI) strategies, this partnership equips organizations to move beyond intent into implementation.
At the centre of Opening Minds’ approach is the goal of reducing stigma and building resilience. The deeper aim is to foster a culture of belonging, where individuals feel seen, safe, and supported. This focus intersects directly and meaningfully with DEI, creating a clear alignment between the two organizations.
“Psychological health and safety assessments are not endpoints; they are the start of a roadmap,” says Trevor Moses, Director of Client Development at Opening Minds. “Often, these assessments highlight DEI as an area where organizations want to improve. Now, through our partnership with Dignii, we can connect clients with a trusted partner that helps them take concrete, values-driven steps forward.”
This alignment is not only theoretical, but also structural. The Opening Minds PHS model is based on the 13 psychosocial factors from the National Standard of Canada and focuses on 10 actionable elements. One of those elements is dedicated specifically to DEI, reflecting both the present-day realities of the workplace and the foundational role inclusion plays in mental health.
“Implementing a mental health strategy requires more than awareness—it takes leadership, energy, and follow-through,” says Cassie Apostolidis, Engagement Advisor at Opening Minds. “Partnering with Dignii allows us to support clients beyond the initial assessment and training. It helps them build sustained momentum with confidence, clarity, and a deeper level of support.”
Organizations may begin their journey from different entry points. Some lead with DEI and realize that psychological health and safety is the next step. Others begin with mental health strategies and identify DEI as a gap. Through this partnership, both pathways are supported—reinforced by aligned frameworks, mutual referrals, and coordinated tools.
At a time when organizations are under pressure to demonstrate meaningful progress in both inclusion and mental health, this partnership offers a pragmatic and structured way forward. Psychological Health and Safety provides the unifying vision—this collaboration ensures that vision becomes reality.
To learn more about how this partnership can support your organization’s goals, please reach out to Client Development at solutions@openingminds.org. We’re ready to help you take the next step and start building your roadmap.
Feel free to reach Dignii at: info@dignii.com , or contact Elisabeth directly at elisabeth@dignii.com for more information on how you can advance dignity in the workplace.
Disruption is inevitable. Whether it’s a global pandemic, market volatility, or rapid technological change, organizations with inclusive cultures recover faster.
Why Inclusion Matters in Crisis
- Inclusive teams adapt quickly because multiple perspectives lead to better decisions.
- High-trust environments reduce fear, enabling transparent communication.
- Engaged employees are more committed during uncertain times.
Building Crisis-Resilient Cultures
- Invest in Leadership: Train leaders to foster psychological safety.
- Create Systems, Not Slogans: Ensure inclusion is embedded, not ad hoc.
- Practice Before the Storm: Build inclusive behaviors consistently—so they’re there when needed most.
Inclusion isn’t a soft skill; it’s a hard strategy for resilience.
Call to Action:
Is your organization resilient enough to thrive through disruption?
Dignii specializes in building inclusive, psychologically safe cultures that weather uncertainty and come out stronger.
Reach out to start building a crisis-proof culture today.
📧 info@dignii.com | www.dignii.com
Hybrid work has transformed how we connect. While flexibility is valuable, distributed work also introduces new challenges around inclusion and belonging.
The Hidden Risks
- Employees feeling invisible in virtual environments
- Unequal access to mentoring and advancement
- Barriers for new hires or underrepresented groups
Building Belonging Remotely
- Intentional Onboarding: Create structured support for remote employees.
- Hybrid Inclusion Practices: Rotate meeting formats, make decisions accessible asynchronously, and ensure remote voices are heard.
- Measure Engagement: Track how connected employees feel across formats.
The future of work isn’t just hybrid—it’s human. Inclusive practices ensure no one is left behind.
Call to Action:
Does your hybrid or remote team feel disconnected?
Dignii helps organizations design systems that ensure inclusion and belonging—no matter where your people work.
Contact us today to build a stronger, more connected workforce.
📧 info@dignii.com
Artificial intelligence promises efficiency, but it also carries risks—especially when bias is baked into algorithms. From hiring platforms to performance analytics, AI systems can unintentionally perpetuate inequities.
The Risk
Algorithms learn from historical data. If that data reflects bias (e.g., underrepresentation of women or marginalized groups), AI can amplify those patterns.
What Organizations Can Do
- Audit Algorithms: Regularly review AI outputs for signs of bias.
- Diversify Data: Use datasets that reflect the full range of your workforce.
- Train Leaders: Ensure decision-makers understand AI’s limitations.
The Human Factor
AI cannot replace human judgment when it comes to inclusion. Organizations need ethical guidelines, oversight, and continuous improvement to ensure fairness.
At Dignii, we help companies build equity frameworks that extend to digital transformation.
Call to Action:
Is your organization using AI for hiring, promotions, or decision-making?
Dignii helps leaders develop equitable strategies and frameworks that reduce bias—even in automated systems.
Let’s build technology and processes that work for everyone.
📧 info@dignii.com | Connect with us on LinkedIn.
Organizations are under pressure to deliver on ESG (Environmental, Social, and Governance) goals. Too often, DEI and engagement efforts are siloed from ESG reporting, resulting in disconnected strategies and missed opportunities.
The Overlap
- Diversity, Equity & Inclusion (DEI): Focus on people, fairness, representation.
- Employee Engagement: Measures commitment, morale, and productivity.
- ESG: Includes the “S” (social) and “G” (governance) factors that hinge on culture and people.
When these areas work in isolation, organizations lose impact. When aligned, they become a powerful driver of sustainable growth.
How to Align
- Map Values to Metrics: Use engagement surveys to inform ESG social indicators.
- Integrate DEI Into Strategy: DEI shouldn’t be a side project; it’s part of business resilience.
- Communicate Results: Share progress with employees and stakeholders to build trust.
Why It Works
Aligning these strategies builds accountability, attracts investment, and enhances organizational credibility.
Call to Action:
Is your ESG reporting disconnected from your culture initiatives?
At Dignii, we help organizations align DEI, ESG, and engagement strategies into a single, measurable roadmap that drives impact.
If you’re looking for clarity, metrics, and meaningful action—book a discovery call today.
📧 info@dignii.com
Psychological safety is more than a buzzword. It’s the foundation of trust, innovation, and team performance. When employees feel safe to speak up—without fear of judgment or retaliation—organizations unlock ideas, reduce errors, and strengthen engagement.
Why It Matters
Research by Google’s Project Aristotle found that psychological safety was the #1 factor in high-performing teams. Yet many leaders struggle to move from talking about safety to creating it.
Embedding Psychological Safety Into Leadership
Here are three practices leaders can start using today:
1. Model Vulnerability
When leaders admit mistakes or ask for input, they show that it’s safe for others to do the same.
2. Normalize Curiosity
Replace blame with questions: “What can we learn?” instead of “Who is at fault?”
3. Create Structured Feedback Loops
Use surveys, listening sessions, and 1:1 check-ins to actively collect employee input—and act on it.
Where Dignii Comes In
At Dignii, we help leaders:
- Measure psychological safety across teams
- Deliver coaching to build inclusive leadership skills
- Facilitate safe spaces for honest conversation
The result? Teams that collaborate more effectively, innovate faster, and deliver better outcomes.
Call to Action:
Are you ready to create a culture where people feel safe to speak up and bring their best ideas forward?
Dignii partners with organizations to embed psychological safety into leadership practices through data-driven insight, workshops, and coaching.
Let’s talk about how we can help your leaders move from intention to action.
📧 info@dignii.com | www.dignii.com
Canada’s tech sector is growing fast—but not without growing pains. As companies scale platforms, products, and headcounts, many are grappling with deeper challenges around culture, inclusion, and belonging.
At Dignii, we help technology organizations build cultures that keep people engaged, empowered, and performing—by embedding diversity, equity, and inclusion (DEI) into the very structure of the workplace. Because in tech, the best code still needs the best people.
The Challenge: High Growth Meets High Burnout
Whether you’re a startup hiring at warp speed or an enterprise innovating across continents, the challenges are real:
- Employee burnout and disengagement, especially in hybrid or remote teams.
- Underrepresentation of women, Indigenous, racialized, and 2SLGBTQ+ professionals in engineering and leadership roles.
- Toxic or exclusionary team dynamics that erode psychological safety.
- Turnover among high-potential talent—often due to culture, not compensation.
Add in the pressure of rapid scaling, and it’s easy for inclusion to become an afterthought. But the most successful tech companies know: culture doesn’t scale by accident.
The Opportunity: DEI as a Competitive Advantage
At Dignii, we help IT companies turn culture into code—by building inclusive systems, psychologically safe teams, and leadership practices that support growth.
We partner with tech teams to:
- Measure what matters with engagement and equity surveys tailored for tech environments.
- Strengthen psychological safety across remote and hybrid teams through team workshops and conflict resolution practices.
- Develop inclusive leadership capacity among managers, tech leads, and founders.
- Create equity-informed strategies for hiring, onboarding, retention, and advancement.
- Support culture during scaling, M&A, or platform transformation with intentional values-based change management.
Our Tools: Agile, Data-Driven, and Tech-Savvy
We understand the pace and mindset of tech. That’s why our solutions are:
- Fast-to-deploy engagement surveys rooted in the Utrecht Work Engagement Scale (UWES)—proven, scalable, and actionable.
- Slack-friendly learning sessions and remote workshops that keep pace with agile environments.
- Equity assessments that examine lived experience, policy, and systems through an intersectional lens.
- Coaching for tech leads and product managers, tailored to the unique pressures of delivery-focused teams.
Whether you’re in DevOps, SaaS, cybersecurity, or gaming—our approach adapts to your team, stack, and story.
DEI Powers Innovation and Retention
DEI isn’t just a nice-to-have in tech—it’s essential infrastructure. Studies show:
- Inclusive teams are 35% more likely to outperform on innovation.
- Employees in psychologically safe environments are 2.3x more likely to stay.
- DEI-aligned cultures attract top-tier talent, especially Gen Z and Millennial engineers who value purpose alongside performance.
Tech is about solving problems. Inclusion is about removing the ones you didn’t know you built in.
Built for Trust and Scale
Dignii works with organizations in regulated and high-trust sectors, including public utilities, governments, and equity-focused non-profits. We bring:
- Deep emotional intelligence and trauma-informed facilitation
- A systems-thinking approach to workplace transformation
- Real-world, practical DEI strategies—not buzzwords
We understand that trust and accountability are essential to technical excellence.
Ready to Build Culture That Scales?
Let’s talk about how Dignii can support your growth journey—through culture, equity, and engagement that moves with you.
info@dignii.com
dignii.com
Book a discovery call to explore a custom DEI or engagement solution for your team.
You’ve scaled your platform. Now it’s time to scale your culture—with workplaces that engage, include, and retain the people who make tech work.
In an era of economic uncertainty, digital transformation, and evolving workforce expectations, Canada’s financial institutions are navigating rapid change. But amid this disruption, one strategy consistently delivers resilience, innovation, and trust: embedding Diversity, Equity, and Inclusion (DEI) into the heart of the organization.
At Dignii, we partner with banks, credit unions, fintechs, and insurance providers to translate DEI values into real business results—through employee engagement, leadership coaching, and systemic inclusion strategies that reflect the complexity of modern finance.
The Pressure is On: Retention, Reputation, and Regulation
The finance sector is feeling the squeeze:
- Rising turnover among high-potential talent, especially women, racialized employees, and 2SLGBTQ+ professionals.
- Heightened scrutiny from boards, regulators, and the public around Environmental, Social, and Governance (ESG) performance.
- Hybrid workplace challenges that risk fragmenting inclusion and belonging.
- Millennial and Gen Z expectations that prioritize purpose, safety, and equity in the workplace.
Today’s financial leaders must balance performance with people—and DEI is at the centre of both.
The Opportunity: DEI as a Growth and Engagement Driver
Dignii helps financial organizations turn DEI from a checkbox into a competitive advantage. Our tailored services meet the needs of both head office leaders and front-line teams, across functions and geographies.
We support finance teams to:
- Uncover systemic gaps through confidential employee engagement and equity surveys, grounded in the Utrecht Work Engagement Scale (UWES).
- Build psychologically safe cultures through inclusive leadership training, coaching, and team development.
- Translate DEI strategy into everyday practice—through hiring, advancement, feedback, and leadership decision-making.
- Support executive alignment on ESG and DEI goals with board-level consultation and reporting support.
- Create accessible, trauma-informed, and intersectional approaches to inclusion that respect both risk and relationships.
Our Tools: Data-Driven, Custom, and Finance-Savvy
Our consulting and training model is built for outcomes:
- Employee Experience Audits designed for the regulatory and cultural context of financial institutions.
- Inclusive Leadership Coaching for people managers, VPs, and C-suite leaders.
- Customized Workshops on bias interruption, inclusive communication, psychological safety, and team trust.
- Strategic DEI Frameworks to guide ESG reporting, equity metrics, and public accountability.
We understand the language of risk, trust, and compliance—and we translate that into inclusive people systems that retain talent and mitigate harm.
Why Finance Needs DEI Now
A Deloitte study found that inclusive organizations are 8x more likely to achieve better business outcomes. Meanwhile, data shows that 63% of Canadian Millennial and Gen Z employees would not work for an employer without clear DEI values.
For finance, the future depends on talent—and talent stays where they feel respected, seen, and safe.
Trusted Across Sectors
Dignii has worked with complex, people-focused organizations from housing to public utilities, and we’re trusted for our:
- Authentic, emotionally intelligent facilitation
- Deep understanding of systemic barriers and bias
- Results-driven approach that balances empathy and accountability
We help financial organizations move from performative statements to transformational action.
Let’s Talk
Your workforce is your most valuable asset. Let’s make sure it’s supported, engaged, and included.
Email: info@dignii.com
Website: dignii.com
Book a discovery session to explore what DEI and engagement could look like for your team.
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