Internal Career Development Program and Support

The BPPN executive team approached Workthrough to explore ways to provide Black and racialized employees at WSP Canada with intentional career development and support. Discovery conversations revealed that while the U.S. office had an established program, Canadian offices did not. Earlier employee survey results confirmed a clear need and desire for more meaningful career support and structured development opportunities.

Through deeper conversations with the BPPN team, it became evident that one-off career workshops were not creating lasting impact. Employees needed support that integrated three missing components: practical, ongoing tools; meaningful manager involvement; and visible advocacy for career advancement.

Our Solution: COMPASS

COMPASS is a first-of-its-kind virtual career development program designed to equip participants with the skills, tools, and confidence to take an active role in their career growth while learning to advocate effectively for their career interests with managers. 

• Multi-Month Program for Sustained Growth
A four-month learning journey covering core career management skills, including self-awareness, self-advocacy, adaptability, confidence, and foundational leadership capabilities.

• A Blend of Interactive Workshops & One-on-One Coaching
Group workshops provide practical skills, space for shared learning, and relationship-building across levels and teams. One-on-one coaching sessions offer personalized support, deeper reflection, goal-setting guidance, and tailored strategies aligned to each participant’s unique needs.

• Workbooks & Practical Exercises
After each workshop, participants receive a workbook with tools and exercises, ranging from reflection prompts and skills inventories to career-vision exercises. These materials reinforce confidence, clarity, and day-to-day application of new skills.

• Facilitated Career Conversations with Managers
A pivotal moment in the program is the manager-employee career conversation, facilitated by the program coach. The session enables clear communication of career goals and establishes concrete next steps and commitments from both sides.

Implementation was supported through practical tools, manager training, and alignment with WSP Canada’s performance management cycle to ensure sustainable change.

Tools Provided

• Manager resources on how to support program participants
• Workbooks, frameworks, and exercises for ongoing skill development

A Compassionate Goal-Setting Process

• Program intentions established at the outset
• A multi-step goal-setting process rooted in values, vision-boarding, and adaptability
• Emphasis on 6 to 18-month, achievable goals to promote momentum and accountability
• End-of-program commitment statements and next-step plans co-developed with the facilitator

Training & Support

• A COMPASS welcome session for managers
• Ongoing communication between the facilitator and managers
• Optional access for participants to connect with the facilitator outside of workshops and coaching sessions

Strategic Alignment with Review Cycle

• Career conversations and goal-setting take place shortly before WSP Canada’s annual review period, enabling participants to integrate insights, goals, and commitments directly into their performance evaluations.