We are a niche agency that applies an equity lens to solve corporate and social challenges.
We use design thinking frameworks to go from problem identification to innovative solution building.
We are obsessed with solving your biggest challenges. We provide the tools, expertise and methods to move systematically from articulating the problem, to implementing radical solutions.
The most common types of DEI training we rely on make the assumption that information alone will drive change in behaviour and reduce systematic inequalities. These trainings often focus on raising awareness about bias, diversity, and inclusion through informational sessions on topics like unconscious bias, anti-racism, or cultural competency. The goal is to make participants aware of their biases and equip them with knowledge, with the hope that this will lead to behavioural changes.
Employers that update their benefits and policies to reflect the realities of diverse households will find themselves more attractive to the best talent entering the market. This is particularly important given the current labor shortage across multiple sectors. By accommodating a broader definition of family, companies not only align with social progress but also position themselves as forward-thinking, competitive employers in a rapidly changing workforce.
At QuakeLab, we're always striving to push boundaries and explore innovative approaches that foster equity, productivity, and well-being. With that in mind, early this year, we kicked off a 4-day work week trial. In this article, I, Sharon Nyangweso, CEO of QuakeLab, will walk you through the pros and challenges of the 4-day work week from the perspective of a business owner and company principal. Additionally, Susan Ong, QuakeLab’s Inclusion Strategist, will share her experience with our 4-day work week pilot.
These case studies all show exciting potential. However, it’s important no to limit ourselves, after all, we want to aim for the ceiling not the floor. A key aspect often missing from these initiatives is a broader analysis of equity that moves past just diversity. Procurement equity falls into the numbers trap of setting goals based on diversity numbers. It’s important to collect and analyze metrics that seek to learn not just how many marginalized people and business can access procurement opportunities, but the practical and tangible barriers that they have to face, and how to systematically remove them. Incentivizing marginalized business owners to bid for procurement opportunities is one thing, assessing the barriers that they were facing and eliminating them is a whole other thing.
The RFP process is a powerful tool that can either perpetuate inequity or drive positive change. By addressing the equity issues inherent in RFPs, organizations can create more inclusive procurement processes that open up opportunities for a broader range of businesses.
Procurement policies are the rules and guidelines that govern how organizations acquire goods and services. These policies are designed to ensure transparency, fairness, and efficiency in the procurement process. As part of our process of complicating perceived neutrality, it’s important to ask, who does your policy ensure transparency, fairness and efficiency for? Without a deliberate focus on equity, these policies can inadvertently reinforce existing inequalities.
In Canada, government procurement is a multi-billion dollar enterprise. According to the Government of Canada's Public Services and Procurement Canada (PSPC), the federal government spends approximately $20 billion annually on procurement. This substantial expenditure underscores the importance of equitable procurement practices in ensuring that public funds are used to benefit all segments of society equitably.
In the world of data analysis, design, and decision-making, the concept of "average" often provides a comforting, albeit misleading, reference point. This reliance on averages can obscure the true diversity and richness of human experience, leading to flawed assumptions and inequitable outcomes. At QuakeLab, challenging the myth of the average is paramount.
The Government of Canada has released the next iteration of its Anti-Racism Strategy and the QuakeLab team did a speed read so you didn’t have to.
At QuakeLab, we have always worked to understand the way systems and their discrepancies overlap, interact and compound. Polycrisis has been a critical framework in helping us understand how to define problems in a robust way, and how to create solutions for that don't replicate the root of the problem. This layering of systems that become more nefarious, expensive and damaging as a whole than in their individual parts becomes an excellent way to discuss perceived neutrality and invisible factors.
