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Three Leadership Practices to Consider Embracing

Three Leadership Practices to Consider Embracing

by Dr. Helen Ofosu | Feb 5, 2022 | blog, Diversity & Inclusion, Mental Health, Workplace Culture ​

Most people would agree that the modern workplace is complicated – for leaders and employees. The rapid shift to remote and hybrid work, the challenges associated with creating multigenerational and inclusive workplace cultures, technological changes, and the...
What is Allyship? (Part 2 of 2)

What is Allyship? (Part 2 of 2)

by Dr. Helen Ofosu | May 15, 2021 | blog, Diversity & Inclusion, Leaders & Executives ​, Workplace Culture ​

Allyship: Part Two In my last post, I introduced the concept of allyship. Being an ally means using one’s privilege to act, and not merely saying the right things.   Allyship Can be Hard Authentic allyship takes courage. To be a true ally requires doing the...
What is Allyship? (Part 1 of 2)

What is Allyship? (Part 1 of 2)

by Dr. Helen Ofosu | May 1, 2021 | blog, Diversity & Inclusion, Leaders & Executives ​, Workplace Culture ​

Since the social justice protests started in summer 2020, much has been said and written about being an ally in the ongoing struggles against systemic discrimination within the modern workplace. Although the problems facing Black, Indigenous, and people of colour...
Pandemic-Induced (Socially) Awkward Communication in the Workplace

Pandemic-Induced (Socially) Awkward Communication in the Workplace

by Dr. Helen Ofosu | Oct 24, 2020 | blog, Career Advice, Workplace Culture ​

Is it just me, or do other people also feel awkward when reconnecting with people while physically distancing and wearing a mask? In the ‘before times’, we could sit close to someone, see their facial expressions as we communicated with them, shake hands, hug, or even...
Going Back to Work Could be a Bumpy Ride

Going Back to Work Could be a Bumpy Ride

by Dr. Helen Ofosu | May 2, 2020 | blog, Career Advice, Hiring Staff & HR, Workplace Culture ​

Going back to work after COVID-19 is different than other return-to-work scenarios. Typically, it’s one person re-integrating into the workplace after parental leave, an accident or illness. This time almost ‘everyone’ is involved. After weeks of...
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Recent Blog Posts

Respectability Politics at Work

Respectability politics may be an unfamiliar term to some readers, but it creates a silent tax on energy, belonging, and performance. When people must self-monitor their hair, clothing, facial expressions, enthusiasm, volume, emotional range, and cultural references, ps…

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Burnout Isn’t a Personal Failure …

I’ve been a working professional for over 20 years, and the challenges facing many organizations and employees are tougher than usual – and may not resolve quickly or easily. If you’re exhausted, feeling unmotivated, and quietly wondering whether you’re “just no…

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Neurodiversity in the AI-Enabled Workplace

In my recent post on Inclusion-by-Design, I discussed the “quiet shift,” namely, the movement away from performative awareness and toward embedding equity, including considerations for neurodiverse employees, into the very architecture of our organizations. As we naviga…

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Inclusion-by-Design: How Top Leaders are Embedding Equity

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’s about doing things more deeply and with m…

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The Intersection of Mental Health and EDI: Supporting Employees’ Well-being

In today’s dynamic workplaces, the conversation around Equity, Diversity, and Inclusion (EDI) is expanding beyond representation metrics. Forward-thinking organizations recognize that a truly inclusive environment must also prioritize the mental health and general well-…

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      Darko Z.

      It is rare that you come across standout talent and an expert like Dr. Helen Ofosu.
      The uniqueness is based on postgraduate studies, research, and professional practice combined with phenomenal personal qualities. Dr. Ofosu cares for the success of her clients.
      Ridiculously efficient, effective and resourceful, Dr. Ofosu will motivate you, help you re-discover your strengths and instill a self-confidence and belief. Then, concrete strategies will be deployed for getting you into the right career or preferred workplace. From there, personal and career development will naturally follow as a subsequent, positive, side effect.

      Dr. Helen Ofosu approach is second to none. Quote: “It’s more than career coaching, it’s career psychology.”

      Fortunately, Dr. Ofosu was my career coach and mentor.
      Hence, today I can proudly claim that I am in position to re-shape the future of the local commute by participating in Ottawa Light Rail Project funded by city of Ottawa, federal and provincial government of Canada.

      Thank you to Dr. Helen Ofosu with my heartfelt recommendation for career coaching.

      Darko

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