HR Solutions & DEI Training

Recruiting and People Management Solutions for your Growing Business
















Are you ready to unlock a new era of productivity, creativity, and collaboration within your organization? ECO Canada offers groundbreaking Diversity, Equity, and Inclusion (DEI) workshops. Our DEI training is an immersive experience designed to empower your team with the tools they need to harness the power of differences. From dismantling unconscious biases to fostering a culture of inclusion, our programs equip your workforce with actionable insights that drive real change. 

Choose a training program that’s tailored to your organization’s specific needs and challenges. Our experienced facilitators guide your team through interactive exercises, thought-provoking discussions, and practical scenarios, ensuring that every participant walks away with actionable insights they can implement right away. 

Our DEI training is based on the C.O.N.N.E.C.T model:​

Collaboration: Our training is centered on teamwork, diversity, equity, inclusion, and belonging. 

Ownership: We can help to review your company culture, vision, and mission statement.  We will review empowerment, accountability, and commitment from a DEI lens. 

Nimbleness:  Our industry-leading research will highlight best practices regarding remote work, the pandemic, emotional agility, skill development, change agents, and psychological safety.  

Notability: DEI initiatives should be open and transparent.  We will help to review your organization’s DEI policies in relation to brand identity, company values, relationships, and behavior.

Engagement: ECO Canada provides strategies to encourage growth by including DEI deliverables in your performance management plans core competencies, professional development, and retention efforts. 

Champion: Learn how to become a DEI champion by involving leadership, reviewing outcomes, reiterating the purpose, monitoring career progression, and promoting mentorship.  

Team: Conduct audits of the stakeholders involved (employees, leadership, the community, and external stakeholders). We can provide audit frameworks for your organization. 

If you have any of these questions, reach out to us.

Teamwork promotes collaboration by leveraging diverse skills and perspectives, allowing individuals to combine their strengths, share knowledge, and achieve common goals more efficiently and effectively.

Diversity fosters collaboration by bringing together individuals with different backgrounds, experiences, and perspectives. This diversity of thought and ideas encourages innovative problem-solving, creativity, and more robust decision-making within collaborative teams.

We have implemented initiatives such as fair allocation of resources, equal access to opportunities, and unbiased decision-making processes to promote equity in our collaborative efforts. We strive to create an inclusive environment where everyone’s contributions are valued and respected.

Inclusion in collaborative decision-making is ensured by actively seeking input and perspectives from all team members, regardless of their position or background. We encourage open communication, provide platforms for diverse voices to be heard, and ensure everyone has an equal opportunity to contribute to the decision-making process.

To foster a sense of belonging, we encourage open and respectful communication, provide opportunities for collaboration and team-building activities, and value each employee’s unique contributions. We create an inclusive environment where everyone feels valued, respected, and empowered to contribute their ideas and perspectives without fear of judgment or exclusion.

Our company culture is characterized by [insert key characteristics], fostering a collaborative and inclusive environment where individuals are encouraged to express their ideas, take the initiative, and work together towards a common purpose.

Empowering Environmental Professionals

Discover Eco Canada’s mission to advance environmental careers through training and certification. With a focus on sustainability, innovation, and collaboration, they provide industry-driven programs and services to support environmental professionals in their pursuit of excellence. Join the community and make a positive impact on the environment.

We empower employees by fostering a culture of trust, providing autonomy and decision-making authority, offering professional development opportunities, and recognizing and rewarding individual contributions. We encourage employees to take initiative, innovate, and assume responsibility for their tasks, projects, and outcomes.

Accountability is integral to our company’s success. It involves taking responsibility for one’s actions, meeting deadlines, and delivering high-quality work. We have clear performance expectations, regular feedback mechanisms, and performance evaluation processes to ensure accountability at all levels of the organization.

Employees can demonstrate commitment by aligning their actions and behaviours with the organization’s goals, actively seeking opportunities to contribute beyond their role, demonstrating initiative and dedication, and consistently delivering results that support achieving the organization’s objectives. Employee engagement and proactive participation in organizational initiatives are also indicators of commitment.

Remote work has enhanced our organization’s agility by breaking down geographic barriers, enabling flexible work arrangements, and leveraging technology for seamless collaboration. It has allowed us to quickly adapt to changing circumstances, maintain productivity, and tap into a broader talent pool.

The pandemic has challenged us to adapt rapidly to new circumstances, such as implementing remote work, adopting digital tools, and rethinking business strategies. It has accelerated our ability to be nimble, forcing us to find innovative solutions, prioritize employee well-being, and pivot our operations to meet evolving customer needs.

Emotional agility in our work environment refers to the ability to recognize, understand, and effectively navigate one’s own and others’ emotions. It involves adaptability, resilience, empathy, and the capacity to manage stress and change constructively. Cultivating emotional agility fosters healthier relationships, better decision-making, and improved overall well-being within the organization.

Our organization supports skill development through various avenues, including training programs, workshops, mentoring, and access to online learning resources. We encourage employees to identify and pursue areas for growth, provide opportunities for cross-functional collaboration, and offer regular feedback and coaching to enhance their skills and expertise.

Employees can become change agents by actively participating in continuous improvement initiatives, proposing innovative ideas, and embracing a growth mindset. They can contribute by sharing knowledge and best practices, seeking opportunities to challenge the status quo, and collaborating with colleagues to drive positive change and organizational transformation.

To ensure psychological safety during times of change, we foster open and transparent communication, encourage diverse perspectives, actively listen to employee concerns, and provide forums for feedback and dialogue. We prioritize empathy, respect, and understanding, creating a supportive environment where employees feel safe to express their thoughts, emotions, and challenges without fear of judgment or negative repercussions.

Our brand identity is defined by our unique combination of visual elements, messaging, and values that reflect who we are as an organization. It encompasses our mission, vision, and the emotions we want to evoke in our stakeholders, creating a distinctive and memorable identity that sets us apart.

Eco Canada upholds a set of core values that drive their work and shape their services. They prioritize sustainability, professionalism, integrity, collaboration, and continuous learning. By embodying these values, Eco Canada fosters a strong environmental community and empowers professionals to make a lasting impact on the world.

We foster strong relationships by promoting open communication, encouraging collaboration, and providing opportunities for social interactions and team-building activities. We prioritize mutual respect, trust, and support, creating a positive work environment where meaningful connections and strong professional relationships can flourish.

Behaviors encouraged in our organization include active listening, empathy, constructive feedback, recognition of accomplishments, collaboration, and a growth mindset. We value inclusivity, initiative, professionalism, and accountability. By promoting these behaviors, we create a notable workplace where individuals thrive, foster teamwork, and encourage innovative ideas.

Our notable attributes differentiate us from competitors by [insert specific attributes], such as our exceptional customer service, commitment to quality, innovative solutions, and our team’s deep expertise. We go above and beyond to deliver value and exceed expectations, establishing a reputation for excellence and earning the trust and loyalty of our clients.

Performance within our organization is measured through a combination of objective metrics, such as key performance indicators (KPIs), and qualitative assessments that consider factors like teamwork, problem-solving, and innovation. Regular performance reviews and feedback sessions are conducted to evaluate individual and team achievements, provide guidance for improvement, and recognize outstanding contributions.

The core competencies expected of our employees include [insert specific core competencies], such as solid communication, adaptability, critical thinking, collaboration, leadership, and continuous learning. These competencies align with our organizational goals and values, ensuring that employees possess the skills and attributes needed to succeed.

We offer a range of professional development opportunities, including workshops, training programs, conferences, mentorship programs, and access to online learning platforms. These opportunities support employees in expanding their knowledge, acquiring new skills, and staying updated with industry trends. We encourage employees to identify their development goals and provide resources to help them enhance their expertise and advance their careers.

We prioritize employee retention by implementing various engagement initiatives, such as offering competitive compensation and benefits, providing a positive work environment, recognizing and rewarding outstanding performance, promoting work-life balance, supporting career growth opportunities, and fostering a culture of open communication and employee involvement. By valuing and investing in our employees, we aim to create a workplace where they feel valued, motivated, and inspired to stay and contribute their best.

Effective leaders in our organization demonstrate strong communication skills, vision, empathy, and the ability to inspire and motivate others. They prioritize collaboration, lead by example, and empower their team members to achieve their best.

Outcomes drive our organization’s success by focusing on delivering tangible results aligned with our goals. They provide measurable indicators of progress, allow us to assess performance, and enable us to make data-driven decisions that propel us towards our vision and mission.

Purpose plays a vital role in employee engagement as it connects individuals to a larger mission, giving their work meaning and significance. When employees understand how their contributions impact the organization’s purpose, they feel a sense of fulfillment, motivation, and commitment, resulting in higher levels of engagement and productivity.

We provide various opportunities for career progression, including skill development programs, mentoring relationships, cross-functional projects, and internal job postings. We encourage employees to set goals, explore new roles, and continuously learn and grow within our organization, fostering a supportive environment for professional advancement.

Mentorship contributes to individual and organizational growth by providing guidance, knowledge sharing, and support. Mentors offer valuable insights, help mentees develop their skills and competencies, and provide a platform for networking and career guidance. Through mentorship, individuals gain confidence, expand their professional networks, and contribute to a culture of continuous learning and development.

Members of our organization’s teams include employees from different departments, functions, and roles who collaborate towards common goals and objectives. This includes both individuals working on specific projects or initiatives and those who form more permanent teams within the organization.

We foster a sense of community within our teams through regular team-building activities, open and transparent communication, promoting a supportive and inclusive environment, and encouraging collaboration and shared decision-making. We value each team member’s contributions, celebrate successes together, and provide opportunities for social interaction and bonding.

Leaders play essential roles in team dynamics by providing guidance, setting clear expectations, facilitating collaboration, and creating a positive work environment. They foster open communication, resolve conflicts, and empower team members to take ownership of their work. Effective leaders inspire and motivate the team, ensure clarity of goals, and facilitate the achievement of team objectives.

We engage stakeholders in collaborative efforts by actively involving them in decision-making processes, seeking their input and feedback, and maintaining open lines of communication. We value their perspectives, address their concerns, and provide opportunities for them to contribute to the collaborative initiatives. By fostering a sense of ownership and inclusivity, we build stronger relationships and achieve better outcomes together.

Colleagues can support each other in achieving team goals by promoting a culture of cooperation and mutual support. This includes sharing knowledge and resources, offering assistance when needed, providing constructive feedback, and recognizing and celebrating each other’s achievements. By working collaboratively, respecting diverse strengths, and fostering a sense of collective ownership, colleagues can enhance teamwork and achieve shared objectives.


Fill out the form below


Fill out the form below


Foster collaboration and diversity in your organization by addressing key questions in developing your DEIB Strategy. Evaluate diversity at managerial levels, identify homogeneous teams, assess diversity in recruiting and track relevant metrics.

  • Teamwork
    • This section will elaborate on how a team’s collective backgrounds, experiences and strengths should be used in meetings and group sessions to help advance the organization’s mission toward DEIB and Women’s leadership.
  • Diversity
    • This section will define Diversity and its impact in advancing an organization’s mission when using opportunities to collaborate with their employees.
  • Equity
    • This section will define Equity and its impact in advancing an organization’s mission when using opportunities to collaborate with their employees.
  • Inclusion
    • This section will define Inclusion and its impact in advancing an organization’s mission when using opportunities to collaborate with their employees.
  • Belonging
    • This section will define Belonging and its impact in advancing an organization’s mission when using opportunities to collaborate with their employees.


Foster ownership and inclusion within your organization by integrating foundational pillars into your DEIB strategy. Evaluate company culture, align vision and mission statements, and prioritize accountability for effective DEIB implementation.

  • Company Culture
    • This section will detail how an organization’s culture directly aligns to successful DEIB strategy implementation.
  • Company Vision
    • This section will detail the importance of an organization highlighting its vision throughout its Talent Management practices.
  • Company Mission
    • This section will detail the importance of an organization defines its mission throughout its Talent Management practices.
  • Empowerment
    • This section offers guidance in supporting employees’ career progression through applying empowerment strategies for retention.
  • Accountability
    • This section ensures that an organization is reiterating the importance of individual accountability in advancing DEIB efforts when representing the organization in their roles.
  • Commitment
    • This section ensures that an organization is committed to advancing DEIB efforts through practicing and adopting leadership characteristics that help advance women’s opportunities to succeed in these roles.


Cultivate adaptability and diversity within your organization by incorporating key elements into your DEIB strategy. Empower women leaders, explore the impact of remote work on creativity and diversity, assess the team’s agility in challenging times, and recognize the significance of emotional agility in DEIB leadership.

  • Remote work
    • This section highlights how hybrid workplace models can be used within their DEIB strategy implementation to encourage flexibility and engagement.
  • Pandemic
    • This section will highlight how organizations have dealt with changing workplaces due to COVID-19, including why and how DEIB efforts are being advanced.
  • Emotional Agility
    • This section encourages leadership teams to train and adopt in building EQ as a trait that supports DEIB efforts retention in teams.
  • Skill Development
    • This section will highlight the importance of ongoing learning and development that should occur in a workplace due to ever-changing and unprecedented circumstances.
  • Change Agent
    • This section defines how employees in an organization should adopt a philosophy that offers them a chance to be agents for change and advancement.
  • Psychological Safety
    • This section explores how a psychologically safe workplace advances its DEIB commitment.


Foster belonging and engagement through a DEI strategy that treats individuals fairly and enables full participation. Integrate DEIB into company culture, assess beliefs and strengths, promote DEIB ambassadorship, and envision a meaningful future for each employee.

  • Performance
    • This section will highlight the HR connection to DEIB and how performance should be evaluated through a DEIB lens.
  • Core Competencies
    • This section will offer a list of DEIB-led competencies that organizations should consider implementing into their HR and Talent Management processes.
  • Professional Development
    • This section offers guidance to leaders in integrating DEIB into their learning and development opportunities, connecting current HR practices.
  • Retention
    • This section offers guidance to leaders in integrating DEIB into their retention strategy, connecting current HR practices.


To implement a successful DEIB strategy, cultivate champions within your organization who actively support and lead with purpose. Develop individuals committed to DEIB, prioritize employee voice and leadership growth, ensure equal access to opportunities, and foster a sense of community and connection.

  • Leadership
    • This section will detail how leadership teams in an organization can champion DEIB efforts through measured outcomes that would also help advance Women into leadership roles.
  • Outcomes
    • This section will highlight how an organization can measure the outcome of its DEIB effect on its employees through metrics.
  • Purpose
    • This section will ask organizations to define their “How” as it relates to DEIB and Women’s leadership.
  • Career Progression
    • This section highlights how to integrate an organization’s current HR processes for career development into its DEIB strategy.
  • Mentorship
    • This section details the effectiveness of a mentorship program when measuring the success of its DEIB strategy.


Connect with and seek input from your entire team, community, and stakeholders to strengthen your DEIB Strategy and build trust. Establish effective communication channels for feedback and accountability. Foster community and connection within your organization.

  • Members
    • This section highlights the impact of members’ roles for an organization when adopting and advocating for a DEIB Strategy and its related allyship for Women in the Environmental and Engineering sector.
  • Community
    • This section highlights the impact of a community’s role for an organization when adopting and advocating for a DEIB Strategy and its related allyship for Women in the Environmental and Engineering sector.
  • Leaders
    • This section highlights the impact of leaders’ roles in an organization when adopting and advocating for a DEIB Strategy and its related allyship for Women in the Environmental and Engineering sector.
  • Stakeholders
    • This section highlights the impact of stakeholders’ roles for an organization when adopting and advocating for a DEIB Strategy and its related allyship for Women in the Environmental and Engineering sector.
  • Colleagues
    • This section highlights the impact of all employees’ roles in an organization when adopting and advocating for a DEIB Strategy and its related allyship for Women in the Environmental and Engineering sector.
ECO Canada Logo

Site en cours de développement

Nous travaillons actuellement sur la version française du site que nous espérons lancer très bientôt!

Merci pour votre patience et compréhension pendant que nous finalisons la version améliorée du site.

Website in Development

We are working to launch the French site very soon!

Thank you for your patience while we finalize the new and improved version of our website.