{"id":16339,"date":"2026-02-14T17:28:08","date_gmt":"2026-02-14T22:28:08","guid":{"rendered":"https:\/\/ioadvisory.com\/?p=16339"},"modified":"2026-05-20T10:44:09","modified_gmt":"2026-05-20T14:44:09","slug":"inclusion-by-design-how-leaders-are-embedding-equity","status":"publish","type":"post","link":"https:\/\/ioadvisory.com\/blog\/inclusion-by-design-how-leaders-are-embedding-equity\/","title":{"rendered":"Inclusion-by-Design: How Top Leaders are Embedding Equity"},"content":{"rendered":"

\"multi-coloured<\/a>In today\u2019s constantly evolving professional landscape, the conversation around Equity, Diversity, and Inclusion (EDI) is reaching a critical inflection point. We are moving away from the era of “performative awareness,” which is often characterized by occasional workshops and public statements and entering the era of Inclusion-by-Design.<\/strong><\/p>\n

This Quiet Shift isn’t about doing less; it\u2019s about doing things more deeply and with more intention. It\u2019s the transition from EDI being an “HR initiative” to it being a fundamental structural component of how we work, lead, and grow.<\/p>\n

Despite rhetoric-filled headlines coming out of the US, reports published in 2025 indicate that although approximately one out of eight companies (13%) are actually scaling back or eliminating their EDI efforts, the vast majority\u2014roughly seven out of eight (87%)\u2014have maintained or expanded their programs (read more here<\/a> and here<\/a>).<\/p>\n

Here is how the “Quiet Shift” is reshaping the workplace and what you need to know as a leader or a professional.<\/p>\n

The End of “Siloed” Diversity<\/strong><\/span><\/h2>\n

For too long, EDI efforts were treated as secondary and separate from the “real work” of the organization. We now understand that true inclusion occurs through the organization’s day-to-day actions and operations. As I discussed in my post on The Intersection of Mental Health and EDI<\/a>, a truly inclusive environment must prioritize the psychological well-being of all its employees.<\/p>\n

When equity is woven into the “bones” of the organization, and impacts everything from how projects are staffed to how performance is measured, inclusion becomes the default setting, not a special project.<\/p>\n

Algorithmic Equity: The New Frontier<\/strong><\/span><\/h2>\n

\"algorithms<\/a>Many have noticed that in 2026, AI is no longer a futuristic concept; it is becoming deeply embedded in our HR systems and workflows. However, as I noted in Performance Management in an AI-Enabled Workplace<\/a>, these tools present both opportunities and risks.<\/p>\n

Inclusion-by-Design means auditing these digital tools for bias before they are deployed. For leaders, this involves a new skill set: “Algorithmic Literacy” and finding ways to minimize the biases present in certain AI tools and databases. For job seekers, it means navigating a world of Technical Issues and Algorithmic Gatekeeping<\/a> without losing your authentic professional identity.<\/p>\n

<\/h2>\n

Human Sustainability as a Strategic KPI<\/strong><\/span><\/h2>\n

I am seeing a shift from simple “wellness perks” to Human Sustainability<\/strong>. Using I\/O psychology as a foundation, we can see that employee burnout isn’t just a personal issue; its roots are linked to systemic or structural issues within organizations, and it is a strategic business risk.<\/p>\n

Forward-thinking organizations are now measuring “psychological health” with the same rigour they apply to revenue. This requires a shift in leadership style toward more Authentic<\/a> and Inclusive Leadership<\/a>. It also means recognizing the “death by 1000 papercuts”\u2014the minor daily irritants<\/a> that, over time, erode employees\u2019 productivity and drive.<\/p>\n

Protecting Careers from the “Glass Cliff”<\/strong><\/span><\/h2>\n

\"Black<\/a>Even as we embrace these changes, we must remain vigilant about the risks faced by underrepresented leaders. The Glass Cliff and Corporate Scapegoating<\/a> remain real threats, where diverse talent is often placed in leadership roles during times of crisis, increasing their likelihood of (unfair) failure.<\/p>\n

Inclusion-by-Design requires creating the support structures necessary for these leaders to thrive, moving beyond “hiring for diversity” to “designing for success.”<\/p>\n

\u00a0<\/strong><\/p>\n

Moving Forward<\/strong><\/span><\/h2>\n

The “Quiet Shift” is an invitation to move beyond the noise and focus on the structural changes that create lasting equity. When you are setting your career goals for 2026 and beyond, remember that the most sustainable organizations are those that treat people as their most valuable asset\u2014not just in words, but in their very design.<\/p>\n

 <\/p>\n

Are you ready to lead your organization through the Quiet Shift?<\/strong> Whether you need Executive Coaching<\/a> to refine your leadership style, Corporate Training<\/a>, or HR Consulting<\/a> to redesign your internal processes, I\/O Advisory Services is here to help you navigate these complex psychological and professional waters. Book an appointment today<\/a> to start the conversation.<\/p>\n

 <\/p>\n

P.S. If you haven\u2019t yet done so, stay in the loop by subscribing to my bi-monthly newsletter.\u00a0Click here<\/a>. I promise not to spam you, and your email address will always remain private.<\/p>\n

 <\/p>\n

If you enjoyed this topic or are interested in ongoing professional and leadership development, you\u2019ll also enjoy reading or listening to\u00a0How to Be Resilient in Your Career: Facing up to Barriers at Work<\/em><\/a>, my book that was published in February 2023 by Routledge. It\u2019s available in print, as an eBook, and on\u00a0Audible<\/a>.<\/p>\n

 <\/p>\n

More than career coaching,\u00a0it\u2019s career psychology<\/em>\u00ae.<\/p>\n

I\/O Advisory Services Inc.<\/a>\u00a0\u2013 Building Resilient Careers and Organizations\u00a0TM<\/sup>.<\/p>\n","protected":false},"excerpt":{"rendered":"

We are moving away from the era of “performative awareness,” which is often characterized by occasional workshops and public statements and entering the era of Inclusion-by-Design. This Quiet Shift isn’t about doing less; it\u2019s about doing things more deeply and with more intention. It\u2019s the transition from EDI being an HR initiative to it being a fundamental structural component of how we work, lead, and grow.<\/p>\n","protected":false},"author":3,"featured_media":16344,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[5,302,304,312,314],"tags":[198,227,136,114,243,160],"class_list":["post-16339","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","category-diversity-inclusion","category-hiring-staff-hr","category-leaders-executives-","category-workplace-culture","tag-hiring-staff","tag-hr-policy","tag-inclusion","tag-leadership","tag-organizational-climate","tag-organizational-culture"],"yoast_head":"\nInclusion-by-Design: How Top Leaders are Embedding Equity<\/title>\n<meta name=\"description\" content=\"Despite headlines about scaling back or eliminating EDI programs, about 87% of companies have maintained or expanded these initiatives.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/ioadvisory.com\/blog\/inclusion-by-design-how-leaders-are-embedding-equity\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Inclusion-by-Design: How Top Leaders are Embedding Equity\" \/>\n<meta property=\"og:description\" content=\"Despite headlines about scaling back or eliminating EDI programs, about 87% of companies have maintained or expanded these initiatives.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/ioadvisory.com\/blog\/inclusion-by-design-how-leaders-are-embedding-equity\/\" \/>\n<meta property=\"og:site_name\" content=\"I\/O Advisory Services Inc.\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/IOAdvisoryServices\" \/>\n<meta property=\"article:author\" content=\"https:\/\/www.facebook.com\/IOAdvisoryServices\/\" \/>\n<meta property=\"article:published_time\" content=\"2026-02-14T22:28:08+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-05-20T14:44:09+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2026\/02\/Depositphotos_599324900_S-inclusive-paper-people.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"1000\" \/>\n\t<meta property=\"og:image:height\" content=\"435\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Dr. Helen Ofosu\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Dr. Helen Ofosu\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"5 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/inclusion-by-design-how-leaders-are-embedding-equity\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/inclusion-by-design-how-leaders-are-embedding-equity\\\/\"},\"author\":{\"name\":\"Dr. Helen Ofosu\",\"@id\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/#\\\/schema\\\/person\\\/393bd10d5e74a1eb24a37d5e5252a13c\"},\"headline\":\"Inclusion-by-Design: How Top Leaders are Embedding Equity\",\"datePublished\":\"2026-02-14T22:28:08+00:00\",\"dateModified\":\"2026-05-20T14:44:09+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/inclusion-by-design-how-leaders-are-embedding-equity\\\/\"},\"wordCount\":767,\"publisher\":{\"@id\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/inclusion-by-design-how-leaders-are-embedding-equity\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/wp-content\\\/uploads\\\/2026\\\/02\\\/Depositphotos_599324900_S-inclusive-paper-people.jpg\",\"keywords\":[\"hiring staff\",\"HR policy\",\"inclusion\",\"leadership\",\"organizational climate\",\"organizational culture\"],\"articleSection\":[\"blog\",\"Diversity & Inclusion\",\"Hiring Staff & HR\",\"Leaders & Executives \u200b\",\"Workplace Culture \u200b\"],\"inLanguage\":\"en-CA\"},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/inclusion-by-design-how-leaders-are-embedding-equity\\\/\",\"url\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/inclusion-by-design-how-leaders-are-embedding-equity\\\/\",\"name\":\"Inclusion-by-Design: How Top Leaders are Embedding Equity\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/inclusion-by-design-how-leaders-are-embedding-equity\\\/#primaryimage\"},\"image\":{\"@id\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/inclusion-by-design-how-leaders-are-embedding-equity\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/wp-content\\\/uploads\\\/2026\\\/02\\\/Depositphotos_599324900_S-inclusive-paper-people.jpg\",\"datePublished\":\"2026-02-14T22:28:08+00:00\",\"dateModified\":\"2026-05-20T14:44:09+00:00\",\"description\":\"Despite headlines about scaling back or eliminating EDI programs, about 87% of companies have maintained or expanded these initiatives.\",\"breadcrumb\":{\"@id\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/inclusion-by-design-how-leaders-are-embedding-equity\\\/#breadcrumb\"},\"inLanguage\":\"en-CA\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/inclusion-by-design-how-leaders-are-embedding-equity\\\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"en-CA\",\"@id\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/inclusion-by-design-how-leaders-are-embedding-equity\\\/#primaryimage\",\"url\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/wp-content\\\/uploads\\\/2026\\\/02\\\/Depositphotos_599324900_S-inclusive-paper-people.jpg\",\"contentUrl\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/wp-content\\\/uploads\\\/2026\\\/02\\\/Depositphotos_599324900_S-inclusive-paper-people.jpg\",\"width\":1000,\"height\":435,\"caption\":\"multi-coloured paper people to represent inclusion-by-design\"},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/inclusion-by-design-how-leaders-are-embedding-equity\\\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Inclusion-by-Design: How Top Leaders are Embedding Equity\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/#website\",\"url\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/\",\"name\":\"I\\\/O Advisory Services Inc.\",\"description\":\"Coaching, HR, & Training Using I\\\/O Psychology\",\"publisher\":{\"@id\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-CA\"},{\"@type\":\"Organization\",\"@id\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/#organization\",\"name\":\"I\\\/O Advisory Services Inc.\",\"url\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-CA\",\"@id\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/#\\\/schema\\\/logo\\\/image\\\/\",\"url\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/wp-content\\\/uploads\\\/2022\\\/08\\\/I-O-ADVISORY_1200x1200-WordMark.png\",\"contentUrl\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/wp-content\\\/uploads\\\/2022\\\/08\\\/I-O-ADVISORY_1200x1200-WordMark.png\",\"width\":1200,\"height\":1200,\"caption\":\"I\\\/O Advisory Services Inc.\"},\"image\":{\"@id\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/#\\\/schema\\\/logo\\\/image\\\/\"},\"sameAs\":[\"https:\\\/\\\/www.facebook.com\\\/IOAdvisoryServices\",\"https:\\\/\\\/x.com\\\/drheleno_ca\",\"https:\\\/\\\/www.instagram.com\\\/drheleno_ca\\\/\",\"https:\\\/\\\/www.linkedin.com\\\/in\\\/helenofosu\",\"https:\\\/\\\/www.youtube.com\\\/user\\\/ioadvisory\"]},{\"@type\":\"Person\",\"@id\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/#\\\/schema\\\/person\\\/393bd10d5e74a1eb24a37d5e5252a13c\",\"name\":\"Dr. Helen Ofosu\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-CA\",\"@id\":\"https:\\\/\\\/secure.gravatar.com\\\/avatar\\\/4a428328517690090e1e8a44d9c02087f1c0e634678b2a982e3f84f785c4258a?s=96&d=mm&r=g\",\"url\":\"https:\\\/\\\/secure.gravatar.com\\\/avatar\\\/4a428328517690090e1e8a44d9c02087f1c0e634678b2a982e3f84f785c4258a?s=96&d=mm&r=g\",\"contentUrl\":\"https:\\\/\\\/secure.gravatar.com\\\/avatar\\\/4a428328517690090e1e8a44d9c02087f1c0e634678b2a982e3f84f785c4258a?s=96&d=mm&r=g\",\"caption\":\"Dr. Helen Ofosu\"},\"sameAs\":[\"https:\\\/\\\/www.ioadvisory.com\",\"https:\\\/\\\/www.facebook.com\\\/IOAdvisoryServices\\\/\",\"https:\\\/\\\/www.instagram.com\\\/drheleno_ca\\\/\",\"https:\\\/\\\/www.linkedin.com\\\/in\\\/helenofosu\",\"https:\\\/\\\/x.com\\\/drheleno_ca\",\"https:\\\/\\\/www.youtube.com\\\/user\\\/ioadvisory\"]}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"Inclusion-by-Design: How Top Leaders are Embedding Equity","description":"Despite headlines about scaling back or eliminating EDI programs, about 87% of companies have maintained or expanded these initiatives.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/ioadvisory.com\/blog\/inclusion-by-design-how-leaders-are-embedding-equity\/","og_locale":"en_US","og_type":"article","og_title":"Inclusion-by-Design: How Top Leaders are Embedding Equity","og_description":"Despite headlines about scaling back or eliminating EDI programs, about 87% of companies have maintained or expanded these initiatives.","og_url":"https:\/\/ioadvisory.com\/blog\/inclusion-by-design-how-leaders-are-embedding-equity\/","og_site_name":"I\/O Advisory Services Inc.","article_publisher":"https:\/\/www.facebook.com\/IOAdvisoryServices","article_author":"https:\/\/www.facebook.com\/IOAdvisoryServices\/","article_published_time":"2026-02-14T22:28:08+00:00","article_modified_time":"2026-05-20T14:44:09+00:00","og_image":[{"width":1000,"height":435,"url":"https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2026\/02\/Depositphotos_599324900_S-inclusive-paper-people.jpg","type":"image\/jpeg"}],"author":"Dr. Helen Ofosu","twitter_misc":{"Written by":"Dr. Helen Ofosu","Est. reading time":"5 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/ioadvisory.com\/blog\/inclusion-by-design-how-leaders-are-embedding-equity\/#article","isPartOf":{"@id":"https:\/\/ioadvisory.com\/blog\/inclusion-by-design-how-leaders-are-embedding-equity\/"},"author":{"name":"Dr. Helen Ofosu","@id":"https:\/\/ioadvisory.com\/blog\/#\/schema\/person\/393bd10d5e74a1eb24a37d5e5252a13c"},"headline":"Inclusion-by-Design: How Top Leaders are Embedding Equity","datePublished":"2026-02-14T22:28:08+00:00","dateModified":"2026-05-20T14:44:09+00:00","mainEntityOfPage":{"@id":"https:\/\/ioadvisory.com\/blog\/inclusion-by-design-how-leaders-are-embedding-equity\/"},"wordCount":767,"publisher":{"@id":"https:\/\/ioadvisory.com\/blog\/#organization"},"image":{"@id":"https:\/\/ioadvisory.com\/blog\/inclusion-by-design-how-leaders-are-embedding-equity\/#primaryimage"},"thumbnailUrl":"https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2026\/02\/Depositphotos_599324900_S-inclusive-paper-people.jpg","keywords":["hiring staff","HR policy","inclusion","leadership","organizational climate","organizational culture"],"articleSection":["blog","Diversity & Inclusion","Hiring Staff & HR","Leaders & Executives \u200b","Workplace Culture \u200b"],"inLanguage":"en-CA"},{"@type":"WebPage","@id":"https:\/\/ioadvisory.com\/blog\/inclusion-by-design-how-leaders-are-embedding-equity\/","url":"https:\/\/ioadvisory.com\/blog\/inclusion-by-design-how-leaders-are-embedding-equity\/","name":"Inclusion-by-Design: How Top Leaders are Embedding Equity","isPartOf":{"@id":"https:\/\/ioadvisory.com\/blog\/#website"},"primaryImageOfPage":{"@id":"https:\/\/ioadvisory.com\/blog\/inclusion-by-design-how-leaders-are-embedding-equity\/#primaryimage"},"image":{"@id":"https:\/\/ioadvisory.com\/blog\/inclusion-by-design-how-leaders-are-embedding-equity\/#primaryimage"},"thumbnailUrl":"https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2026\/02\/Depositphotos_599324900_S-inclusive-paper-people.jpg","datePublished":"2026-02-14T22:28:08+00:00","dateModified":"2026-05-20T14:44:09+00:00","description":"Despite headlines about scaling back or eliminating EDI programs, about 87% of companies have maintained or expanded these initiatives.","breadcrumb":{"@id":"https:\/\/ioadvisory.com\/blog\/inclusion-by-design-how-leaders-are-embedding-equity\/#breadcrumb"},"inLanguage":"en-CA","potentialAction":[{"@type":"ReadAction","target":["https:\/\/ioadvisory.com\/blog\/inclusion-by-design-how-leaders-are-embedding-equity\/"]}]},{"@type":"ImageObject","inLanguage":"en-CA","@id":"https:\/\/ioadvisory.com\/blog\/inclusion-by-design-how-leaders-are-embedding-equity\/#primaryimage","url":"https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2026\/02\/Depositphotos_599324900_S-inclusive-paper-people.jpg","contentUrl":"https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2026\/02\/Depositphotos_599324900_S-inclusive-paper-people.jpg","width":1000,"height":435,"caption":"multi-coloured paper people to represent inclusion-by-design"},{"@type":"BreadcrumbList","@id":"https:\/\/ioadvisory.com\/blog\/inclusion-by-design-how-leaders-are-embedding-equity\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/ioadvisory.com\/blog\/"},{"@type":"ListItem","position":2,"name":"Inclusion-by-Design: How Top Leaders are Embedding Equity"}]},{"@type":"WebSite","@id":"https:\/\/ioadvisory.com\/blog\/#website","url":"https:\/\/ioadvisory.com\/blog\/","name":"I\/O Advisory Services Inc.","description":"Coaching, HR, & Training Using I\/O Psychology","publisher":{"@id":"https:\/\/ioadvisory.com\/blog\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/ioadvisory.com\/blog\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-CA"},{"@type":"Organization","@id":"https:\/\/ioadvisory.com\/blog\/#organization","name":"I\/O Advisory Services Inc.","url":"https:\/\/ioadvisory.com\/blog\/","logo":{"@type":"ImageObject","inLanguage":"en-CA","@id":"https:\/\/ioadvisory.com\/blog\/#\/schema\/logo\/image\/","url":"https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2022\/08\/I-O-ADVISORY_1200x1200-WordMark.png","contentUrl":"https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2022\/08\/I-O-ADVISORY_1200x1200-WordMark.png","width":1200,"height":1200,"caption":"I\/O Advisory Services Inc."},"image":{"@id":"https:\/\/ioadvisory.com\/blog\/#\/schema\/logo\/image\/"},"sameAs":["https:\/\/www.facebook.com\/IOAdvisoryServices","https:\/\/x.com\/drheleno_ca","https:\/\/www.instagram.com\/drheleno_ca\/","https:\/\/www.linkedin.com\/in\/helenofosu","https:\/\/www.youtube.com\/user\/ioadvisory"]},{"@type":"Person","@id":"https:\/\/ioadvisory.com\/blog\/#\/schema\/person\/393bd10d5e74a1eb24a37d5e5252a13c","name":"Dr. Helen Ofosu","image":{"@type":"ImageObject","inLanguage":"en-CA","@id":"https:\/\/secure.gravatar.com\/avatar\/4a428328517690090e1e8a44d9c02087f1c0e634678b2a982e3f84f785c4258a?s=96&d=mm&r=g","url":"https:\/\/secure.gravatar.com\/avatar\/4a428328517690090e1e8a44d9c02087f1c0e634678b2a982e3f84f785c4258a?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/4a428328517690090e1e8a44d9c02087f1c0e634678b2a982e3f84f785c4258a?s=96&d=mm&r=g","caption":"Dr. Helen Ofosu"},"sameAs":["https:\/\/www.ioadvisory.com","https:\/\/www.facebook.com\/IOAdvisoryServices\/","https:\/\/www.instagram.com\/drheleno_ca\/","https:\/\/www.linkedin.com\/in\/helenofosu","https:\/\/x.com\/drheleno_ca","https:\/\/www.youtube.com\/user\/ioadvisory"]}]}},"_links":{"self":[{"href":"https:\/\/ioadvisory.com\/blog\/wp-json\/wp\/v2\/posts\/16339","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/ioadvisory.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/ioadvisory.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/ioadvisory.com\/blog\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/ioadvisory.com\/blog\/wp-json\/wp\/v2\/comments?post=16339"}],"version-history":[{"count":4,"href":"https:\/\/ioadvisory.com\/blog\/wp-json\/wp\/v2\/posts\/16339\/revisions"}],"predecessor-version":[{"id":16422,"href":"https:\/\/ioadvisory.com\/blog\/wp-json\/wp\/v2\/posts\/16339\/revisions\/16422"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/ioadvisory.com\/blog\/wp-json\/wp\/v2\/media\/16344"}],"wp:attachment":[{"href":"https:\/\/ioadvisory.com\/blog\/wp-json\/wp\/v2\/media?parent=16339"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/ioadvisory.com\/blog\/wp-json\/wp\/v2\/categories?post=16339"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/ioadvisory.com\/blog\/wp-json\/wp\/v2\/tags?post=16339"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}