Failure to build an inclusive culture means that employees who feel they don’t belong often leave or cover up their differences. This drives talent away, normalizes discrimination and stifles innovation. Employees that feel safe bring their best selves to work. People trained in how to build and sustain a culture of belonging can turn diversity into a strategic business advantage.
Wyle Baoween works with executives, senior leaders and their teams to build diverse and inclusive organizations. He is CEO and Senior Facilitator at HRx, a Canadian consulting firm providing data analytics to address inequality in our communities and workplaces.
Wyle has been recognized as one of Canada’s thought leader in equity, diversity and inclusion for the solutions he has developed and re-engineered, including technology for assessing unconscious bias, the Equity, Diversity and Inclusion Culture Change Curve, and data analytics for EDI.
In his role at HRx, Wyle has worked with some of Canada’s largest employers and HRx has been recognized as one of Vancouver’s ‘Companies to Watch’. Wyle also appears regularly in media outlets including Forbes, CBC and the Vancouver Sun.
Prior to HRx, he worked for 15+ years in consulting and project management, specializing in process improvement, technology and strategies for change management. He worked in the marine, transportation and construction industries with local and international clients.
Wyle holds a Bachelor of Science in Engineering, a Masters of Business Administration (MBA) and is a certified Change Management and Project Management Professional (PMP).
Wyle is President of the Yemeni Canadian Society, Board Member at MOSAIC, member of the Vancouver Board of Trade Diversity and Inclusion Committee and an Ambassador for the University of Victoria’s Business School where he was recognized as one of the University’s 25 Alumni to Watch.
Wyle speaks regularly on the topics of equity, diversity and inclusion, unconscious bias, data analytics and organizational change.
Topics Covered
Differentiate between diversity, equity, and inclusion.
Explain the business case for developing a culture that values diversity and is inclusive of all.
Reflect on their personal traits and how they correlate with those of an inclusive leader.
