Synclusiv: Building Inclusive Workplaces for Sustainable Growth

As part of International Women’s Day, Royal Bank of Canada (RBC) is spotlighting Nicole Piggott, founder of Synclusiv and a finalist for the RBC Canadian Women Entrepreneurship Awards. Synclusiv helps businesses translate inclusion initiatives into measurable results and long-term resilience.

From Reluctant Entrepreneur to Inclusion Advocate

Nicole Piggott, a veteran of the human resources field with 30 years of experience, initially focused on advancing women’s professional success. However, while working on the Gender Parity Certification for the Women’s Governance program, a concerning pattern emerged. A visual representation of leadership positions in Canadian companies revealed a significant lack of racial and cultural diversity, despite efforts toward gender parity.

“At that moment I knew something had to change,” says Piggott. “Unintentionally, the conversation about women’s advancement was narrowing the scope, rather than broadening the field.”

This realization spurred Piggott to found Synclusiv, dedicated to equipping businesses with the tools, systems, and culture needed to achieve and sustain meaningful inclusion. She felt a responsibility to ensure opportunities were available to talented individuals who might otherwise be overlooked.

The Impact of Inclusive Workplaces

Synclusiv experienced rapid growth from its inception. Piggott deliberately chose to be selective with clients, prioritizing organizations genuinely committed to inclusion. “We work with companies that really focus on inclusion,” she explains. “This means that companies sometimes have to do some work before coming back to us.”

Why Inclusion Efforts Often Stall

A common pitfall for businesses is adopting a generic, one-size-fits-all approach to diversity and inclusion. Companies often implement broad frameworks without integrating them into their core leadership practices and systems. This leads to inconsistent results.

“When a business is not fully engaged, we observe a lot of fluctuation,” says Piggott. “A weak year will follow a strong year, and the company will wonder why it can’t maintain change.” Many organizations overestimate their progress, and benchmarks reveal gaps in areas like pay equity, representation, and advancement rates.

Synclusiv’s Three-Pronged Framework for Sustainable Inclusion

Synclusiv’s approach centers on three interconnected elements:

• People – Shaping Mindset and Behavior: Leaders and employees must understand how inclusion contributes to business success. Personal commitment is crucial for program effectiveness.
• Systems – Aligning Structure with Values: Hiring, promotion, and compensation processes must reinforce inclusive behaviors. Simply maintaining existing systems will not yield different results.
• Culture – Integrating Inclusion into Daily Activities: Inclusion must be embedded in the workplace culture, not merely documented in policies.

“We are able to demonstrate to businesses that they can make a big impact with a small investment of money,” says Piggott. “But this requires more personal commitment from leaders.”

Data Supports the Link Between Inclusion and Performance

Research increasingly demonstrates a clear correlation between diverse leadership and improved financial performance. Piggott’s experience aligns with these findings; companies that prioritize listening and transparent decision-making tend to achieve better results.

However, Piggott emphasizes that representation alone is insufficient. “There’s a difference between people who appear different or have different labels, and a culture that allows those people to bring what sets them apart into the workplace.”

Navigating Uncertainty and Adapting to Change

In recent years, Synclusiv faced new challenges as geopolitical tensions, economic uncertainty, and regulatory changes prompted companies to re-evaluate their investments, including diversity and inclusion initiatives.

“Last year was crucial for us,” Piggott said. “We did not experience these usual entrepreneurial difficulties at the start. Then suddenly, leaders turned their attention to risk management and protecting their businesses. We have suffered moments of real uncertainty.”

Synclusiv responded by reassessing contracts and adapting its business model. Piggott offers advice to entrepreneurs facing similar uncertainty:

• Don’t Panic: Acknowledge vulnerability but avoid impulsive decisions.
• Utilize Quiet Times Strategically: Use slower periods to reassess and refine the business.
• Restructure with Your Team: Collaborate with the team to enhance agility.
• Adapt Indirect Costs: Reduce fixed costs and build a flexible network of experts.

A Legacy of Inclusion

Piggott’s commitment to inclusion is deeply rooted in her family history. Her mother held a senior position at the International Monetary Fund (IMF) and the World Bank and established the Black Academic Scholarship Fund, which has awarded over 350 scholarships. Her father was the first Black dean at McGill University.

“She made me see the possibilities,” Piggott said of her mother. “According to her, you’re not done until you’ve gone with someone else.” This philosophy guides her work, and her daughter now collaborates with her at Synclusiv, providing insights from the next generation of leaders.

Piggott believes that true progress is measured not by individual achievements, but by creating opportunities for others to succeed. “My legacy will be the pipeline,” Piggott says. “Who is part of the next generation of leaders and how do we contribute to their development?”

As an RBC Canadian Women’s Entrepreneurship Awards finalist, Piggott is recognized for demonstrating that inclusion and performance are mutually reinforcing. She believes the true measure of success is seeing more women from diverse backgrounds confidently stepping into leadership roles.