Innovating inclusion: Five takeaways from Catalyst Honours

Innovative organizations are expanding access to opportunity by building systems that prioritize an employee’s potential, rather than relying on traditional networks to train and advance workers. By partnering with community organizations, they create safe spaces for connection and develop inclusive hiring and development practices that align with organizational values and deliver real business results.

These partnerships are key to supporting talent, promoting innovation, and building the future of workplaces where everyone belongs. And simply having these initiatives isn’t enough. As Priti Singh, Chief Risk Officer at CPPIB pointed out during the session Investing in talent, unlocking value: "If people don’t feel it in their day to day, it’s useless."

Forward-thinking companies are investing in inclusive mental health solutions that meet employees where they are. At Catalyst Honours, speakers on the panel Accessible mental health solutions for Canadians highlighted the impact of untreated mental health needs. Oksana Kishchuk, the Vice President of Insights at Abacus Data, shared this insight: "Stigma is a huge issue for everybody. We're not talking about our mental health in the same way we're talking about our physical health."

These efforts not only improve employee well-being but also strengthen engagement, productivity, and retention. Timely and culturally appropriate support can prevent burnout, improve workplace culture, and allow all employees to excel in an empathic environment

Strong leadership today means creating psychological trust systems that support genuine belonging, particularly for women of colour and 2SLGBTQIA+ professionals. Throughout the leadership sessions at Catalyst Honours, speakers emphasized that trust is foundational for innovation and high performance. As Brett Chamberlain said during the session Navigating a new reality for sustainable inclusion: “Belonging is a necessary precondition for engagement. If you remove belonging, our engagement scores will plummet and so will our bottom line."

Leaders are moving beyond policy to practice, embedding psychological safety, mentorship, and community-building into the fabric of workplace culture. This approach empowers employees to bring their full selves to work, fueling creativity and driving measurable business results.

As the workforce evolves, companies are evolving leadership development to foster collaboration and knowledge transfer across generational lines. Organizations are moving from linear career progression to dynamic, purpose-driven pathways—so that leaders at every stage are equipped to thrive. Additionally, reframing neurodiversity as a source of innovation helps businesses recognize and support the unique strengths of different cognitive profiles, driving competitive advantage. Karen Kelsey reflected this sentiment during the session Step by step: Unlimiting the talent pipeline, "Diverse perspectives make our organization stronger and more dynamic. It makes sense on so many business levels."

Senior leaders are accelerating systemic change by harnessing peer power and building strategic support networks. In the session Leadership and allyship in competitive environments, Keesa K, CEO of HOOPQUEENS, revealed how collaboration and allyship among leaders can break down barriers and create lasting impact. By moving beyond performative support and into authentic partnership, organizations are building resiliency to adapt to shifting market realities and stakeholder demands.