What is Equitable Prospect Research?

Equitable prospect research is the practice of identifying and evaluating potential major gift donors using inclusive, non-biased data frameworks that account for diverse wealth generation and philanthropic customs. Unlike traditional screening models that rely heavily on single-family real estate and public stock filings, equitable research evaluates holistic asset ownership, community leadership, and self-identified affinity.

By intentionally adjusting traditional algorithms and metrics, development teams can uncover high-net-worth (HNW) individuals from racialized, Indigenous, newcomer, and underrepresented communities who are frequently overlooked by automated wealth-screening engines.

Why is DEI Critical for Donor Pipeline Development in 2026?

Canada’s rapidly shifting demographics demand a modernized approach to donor identification. Newcomers currently account for nearly 20% of the population, and projections indicate that by 2036, up to 1 in 3 Canadian residents will be foreign-born, according to data highlighted by The ENGAGE Blog by Blackbaud.

Despite common misconceptions that newcomers are primarily beneficiaries of charitable services rather than contributors, research demonstrates profound giving potential:

• $1.7 Billion in Untapped Potential: Imagine Canada’s Multicultural and Newcomer Charitable Giving Study revealed an estimated $1.7 billion in untapped annual giving across major multicultural populations in Canada.

• High Giving Rates: 74% of multicultural Canadian respondents donate to charitable causes, making an average annual gift of $857.

• The Solicitation Gap: 39% of respondents stated they would support more charities if asked more frequently, and 9% cited not giving simply because no organization had ever solicited them.

While the sector recognizes this opportunity, operational execution remains uneven. The 2025 Carleton University CICP report found that while 80% of Canadian non-profits report pursuing equity initiatives, Imagine Canada’s Equity Benchmarking Project indicates that these principles are rarely applied intentionally to core revenue-generating functions like major gifts.

How Do Traditional Wealth Screening Tools Create Bias?

Standard wealth indicators introduce structural biases at every stage of the prospect evaluation cycle by measuring the classic triad—Capacity, Inclination, and Affinity—through an inherently narrow lens.

Traditional screening methodologies penalize diverse wealth in four distinct ways:

1. Real Estate Valuations: Traditional vendor algorithms heavily weight single-family residential property ownership. This effectively penalizes HNW individuals who invest in commercial holdings, multi-generational family properties, or international assets.

2. Public Corporate Filings: Automated wealth aggregators primarily scan public filings for corporate executives. Consequently, HNW entrepreneurs of color and newcomer business leaders who build wealth through privately held enterprises or professional corporations are systematically omitted.

3. Legacy Giving Records: Relying on historical donor registries reinforces systemic privilege. Scanning past donor lists for major gift prospects simply recycles the same demographic profile if the institution historically engaged a narrow audience.

4. Algorithmic and AI Bias: As noted in Hilborn Charity eNews, predictive AI models trained on historical fundraising data inherit and amplify historical biases, creating a self-fulfilling loop that ranks diverse prospects lower due to a lack of past solicitation data.

Step-by-Step Guide to Integrating DEI into Donor Identification

To build an equitable prospect pipeline, development offices must implement concrete operational shifts across their data management and research processes.

Step 1: Establish Ethical Frameworks and Data Stewardship

Organizations must balance constituent privacy with ethical data collection to avoid harmful profiling. As outlined by the Apra Statement of Ethics and the Apra DEI Data Guide, tracking diversity requires strict guidelines.

• Never Infer Identity: Prospect researchers must never attempt to infer race or ethnicity by examining photographs or guessing based on surnames, a practice Jennifer Filla explicitly flags as unethical.

• Prioritize Self-Identification: Identity data should only enter a CRM through explicit self-identification, such as opt-in surveys or alumni affinity group registrations.

• Formalize a Data Policy: As detailed by Apra Connections, teams should document the precise purpose, governance, and transparency measures for collecting any diversity data.

Step 2: Re-Index Capacity Metrics

Forward-thinking institutions are shifting their research models away from absolute reliance on automated wealth screening tools. As documented in the Chronicle of Philanthropy and the Prospect Research Institute, successful teams manually re-weight alternative capacity indicators.

Instead of just looking at public stock, researchers should evaluate professional leadership trajectories, institutional affinity (such as task force participation), and community-based philanthropic engagement.

Step 3: Utilize Non-Bias Screening for Alternative Wealth

Prospect development teams must actively hunt for the “hidden figures” of philanthropy. Insights from Apra University recommend implementing non-bias screening techniques to evaluate alternative wealth assets.

Key strategies include utilizing business registries to identify owners of privately held firms, tracking donor-advised fund (DAF) distributions, and recognizing diverse cultural giving customs (like diaspora giving or faith-based tithing) that may not register on conventional non-profit honor rolls.

Step 4: Broaden Affinity and Community-Centric Prospecting

Wealth and proximity alone are insufficient indicators of a viable prospect. Insights from Campbell & Company stress that equitable prospecting requires a deep understanding of mission alignment and community networks.

Expand candidate pools by mapping leaders within diverse professional associations or chambers of commerce. Furthermore, partnering closely with frontline fundraisers helps identify emerging leaders within identity-based advisory groups, an approach championed by Apra Connections for jumpstarting a diverse donor pool.

How Global Philanthropic Elevates Inclusive Fundraising Strategy

Applying a rigorous equity lens to prospect research requires strategic leadership and deep sector expertise. As a trusted partner for Canadian non-profits, Global Philanthropic Canada is uniquely positioned to help organizations navigate this operational transition.

With 11 regional offices nationwide, Global Philanthropic delivers accessible, context-sensitive counsel to health foundations, higher education institutions, arts organizations, and Indigenous communities. Their senior consultants bring an average of 28 years of on-the-ground fundraising expertise and have successfully raised over $8 billion for more than 400 Canadian organizations since 2010.

Global Philanthropic integrates DEI into prospect strategy by conducting comprehensive pipeline audits to identify systemic screening biases. Through equitable campaign planning and executive board counsel, their holistic approach ensures that non-profits combine data-driven prospect research with culturally aware stewardship to maximize impact.

Securing the Future of Philanthropic Fundraising

We are a national network of professional fundraising experts. With offices from Halifax to Victoria, our Senior Consultants deliver professional, bold, and accessible fundraising counsel to organizations of all sizes in a respectful and inclusive environment. From annual giving, to strategic counsel, to prospect research and everything in between, we are here to help.

Free 30 Minute Consultation!

With $1.7 billion in multicultural giving potential currently left untapped, Canadian non-profits can no longer rely on legacy wealth screening metrics to fuel their major gift pipelines. By embracing ethical data stewardship, redefining capacity indicators, and partnering with experienced philanthropic fundraising services, organizations can build diverse, sustainable donor pipelines that reflect the true demographic landscape of modern Canada.

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This guide provides an authoritative blueprint for hospital foundations, university advancement departments, and major non-profits across the country on how to prepare, structure, and execute a highly successful capital campaign.

What is a Capital Campaign Feasibility Study?

A capital campaign feasibility study is an evidence-based risk-mitigation tool and planning process designed to test an institution’s case for support with prospective major donors before launching a campaign. Historically viewed as a simple diagnostic to determine if a financial goal was achievable, modern leading organizations treat these studies as crucial relationship-building phases.

According to the State of Capital Campaigns 2026 Benchmark Report, conducting a formal feasibility study doubles the average campaign benefits by expanding organizational capacity and increasing total funds raised. Furthermore, these studies help organizations shift from a transactional mindset to a collaborative one, identifying prospective volunteer leaders and quietly engaging high-net-worth prospects early in the process.

The Shift Toward Guided Feasibility Models

In recent years, the sector has experienced a democratization of the donor interview process. Recent 2026 research by Steven Shattuck reveals that traditional, consultant-only interviews (38%) are being increasingly replaced by Hybrid (31%) and Guided Models (31%).

In the Guided Model, non-profit executives and board members directly lead the interviews, which prevents the process from feeling like a transactional exchange with an intermediary. Donors often prefer speaking openly with the hospital CEO or university president, fostering deeper trust. However, even in guided models, the oversight of an experienced consultant remains non-negotiable for objective research design and data synthesis.

The 2026 Canadian Philanthropic Landscape: Realities and Benchmarks

The scale of capital campaigns in Canada has reached historic heights, proving that Canadian donors remain exceptionally generous when presented with a unified, compelling vision. Recent landmark campaigns illustrate this immense scale:

• Sunnybrook Foundation: In June 2026, the hospital publicly launched its $1-billion “You’re The Reason” campaign, having already secured over $500 million during its quiet phase.

• Western University: Launched its $1-billion “All In” Campaign in late 2025 and secured over $603 million by mid-2026 to fund global-impact academic research.

• University of Saskatchewan: Concluded its “Be What the World Needs” campaign in June 2025, raising a record-breaking $570.7 million.

Despite these successes, Canadian non-profits face extraordinary pressure. A March 2026 report by The Veritas Foundation highlights the systemic headwinds of a declining donor base and rising costs. The report emphasizes that failing to distinguish between a capital campaign and an annual campaign is one of the most costly errors in the sector, reinforcing the need for a highly structured fundraising plan.

Interestingly, data refutes the common fear that a capital campaign will cannibalize annual giving. In fact, 75% of organizations report their annual fund stays the same or grows during a capital campaign, as the initiative heightens overall donor engagement.

Step-by-Step Guide: Architecting Your Fund Development Strategy

A successful capital campaign for a Canadian healthcare facility or educational institution is executed in deliberate, highly disciplined phases.

Phase 1: Internal Readiness and Operational Audits

Before engaging external donors, institutions must evaluate their internal infrastructure. This phase involves auditing database systems, reviewing historical donor data, and assessing staff capacity. Initiating high-level donor conversations with disorganized data systems is a critical misstep. Your initial fundraising plan must clearly separate capital objectives from annual operations, aligning directly with the institution’s overarching strategic vision.

Phase 2: Shaping the Case for Support and Feasibility Planning

A compelling Case for Support articulates the societal impact of the investment, rather than simply asking for money to construct a building. For higher education, this often means framing the campaign around solving complex global issues—such as Western University’s focus on “future-proofing our world” through its All In portal. Once the case is drafted, it is tested through the feasibility study to gauge market reception and determine a realistic financial goal.

Phase 3: Executing the “Quiet Phase”

Top-performing campaigns secure 50% to 70% of their total financial target before publicly announcing the initiative to the media. This quiet phase operates on the Pareto principle: on average, 72% of all capital campaign funds are raised from the top 20 gifts. Advancement teams must systematically cultivate these major leadership gifts through precise moves management, engaging board members as champion ambassadors to align institutional priorities with the personal legacy goals of leading philanthropists.

Phase 4: Public Launch and Broad-Based Stewardship

Once the quiet phase threshold is met, the campaign is launched publicly to mobilize the broader community. For universities, this involves intensive alumni engagement; for hospital foundations, it leverages community pride and grateful patient programs. Following the public phase, a robust stewardship strategy must be implemented to ensure new donors are retained for future annual giving initiatives.

Selecting the Right Consulting Partner for Canadian Campaigns

Executing a multi-million-dollar campaign in Canada requires a consulting partner with deep local context, cultural awareness, and a collaborative mindset. Institutions should actively avoid firms that operate as a proprietary “black box,” choosing instead to take over the donor relationship entirely.

Modern campaigns require consultants who act as empowering coaches, particularly when navigating inclusive frameworks like Indigenous reconciliation in partnership with networks such as the Canadian Council for Aboriginal Business (CCIB).

The Value of Localized Expertise

As a strategic partner of choice across the country, Global Philanthropic operates on a distinct “Working With You, Not For You” ethos. With senior consultants averaging 25 years of hands-on experience stationed across major Canadian cities, they work on the ground alongside non-profit advancement teams to build long-term internal capacity.

Global Philanthropic applies a proprietary 4C strategic framework to capital campaigns:

1. Creative: Unlocking potential through original, research-informed strategies.

2. Culture: Respecting the unique nuances of local Canadian philanthropy and prioritizing Indigenous cultural safety.

3. Client-Centric: Designing tailored, integrated donor engagement strategies.

4. Catalyst for Change: Accelerating meaningful connections between philanthropists and institutional leaders.

And don’t forget: Global Philanthropic Canada offers a free, no-obligation 30-minute consultation with our expert consultants to help you tackle your most pressing campaign questions.

Conclusion

Launching a capital campaign is one of the most consequential endeavors a Canadian non-profit can undertake. By grounding your approach in a comprehensive feasibility study, understanding the critical metrics of the modern philanthropic landscape, and deploying a highly structured fund development strategy, institutions can successfully secure the transformational gifts needed to pioneer generational breakthroughs. Success ultimately lies in choosing partners who understand the nuances of fundraising in Canada and empower your internal team to build lasting donor relationships.

Connect with Our Team

Ready to plan, structure, or elevate your next capital campaign? The team at Global Philanthropic Canada is here to guide your organization every step of the way. Whether you are looking for feasibility study support, strategic campaign advice, or expert coaching, our senior consultants across the country are ready to help you build meaningful donor relationships and maximize your community impact. Reach out to the Global Philanthropic Canada team today to discover how we can work with you to bring your philanthropic vision to life.

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For decades, professional associations operated like theatres: a keynote on stage, an audience in seats, a program printed in advance. You bought your ticket (membership), sat where you were told, and clapped on cue.

But something fundamental is shifting. Richard Kies, the new International Chair of IABC, recently described a transformation that should resonate with anyone in Canadian philanthropy. The future of IABC, he suggested, may be less stage and more circle. Less keynote, more conversation. Less hierarchy, more peer-to-peer learning. Less “we talk, you listen” and more “we all figure this out together.”

For fundraisers navigating shrinking teams, donor skepticism, and digital overload, this shift isn’t just interesting — it’s essential.

The post From Stage to Circle: What Fundraisers Can Learn from IABC’s Shift Toward Community-Centric Engagement appeared first on Global Philanthropic Canada.

Episode Overview

What does it take to build a workplace where people don’t just stay—but truly thrive?

In this episode of the Shared Brain Podcast, Corrie Fortner, Vice President at Global Philanthropic Canada, sits down with Lauren Wheeler, Strategic Services Director at the Alberta Museums Association, for an insightful conversation on creating human-centred organizations that empower people and strengthen mission impact.

Together, they explore the growing challenges facing nonprofit organizations, including staff burnout, employee retention, workplace culture, and succession planning. Lauren shares practical lessons from the Alberta Museums Association’s people-first approach, demonstrating how intentional leadership, flexible workplace practices, professional development, and thoughtful HR policies can build healthier, more resilient organizations.

The discussion highlights innovative practices such as Focus Fridays, investing in future leaders through continuous learning, recognizing burnout before it escalates, and creating workplace cultures where employees feel valued as whole people—not just for the roles they perform.

Whether you’re an executive leader, board member, HR professional, manager, or nonprofit practitioner, this episode offers practical insights and actionable strategies to help your organization move beyond simply surviving to truly flourishing.

In This Episode, Corrie Fortner and Lauren Wheeler Discuss:

• Why leadership can exist at every level of an organization—not just in senior management
• How human-centred workplace cultures improve staff engagement and retention
• Recognizing the early warning signs of employee burnout and supporting wellbeing
• Why compensation goes beyond salary to include flexibility, wellness, and professional growth
• The impact of initiatives like Focus Fridays in creating space for meaningful work
• Building succession plans before leadership transitions become urgent
• Investing in professional development to prepare future leaders
• Hiring for cultural fit, shared values, and long-term organizational success
• Creating resilient nonprofit organizations by putting people first

Featured Speakers

Corrie Fortner

Vice President, Global Philanthropic Canada

With more than 35 years of experience across healthcare, arts and culture, community and social services, and Indigenous-led initiatives throughout Canada’s Prairies and Territories, Corrie Fortner is a strategic and relationship-driven fundraising consultant dedicated to strengthening the nonprofit sector.

As Vice President at Global Philanthropic Canada, Corrie partners with executive leaders, Boards, and fundraising teams to build organizational capacity, strengthen governance, and advance long-term sustainability through ethical, donor-centred fundraising practices.

Throughout her career, Corrie has led complex fundraising initiatives, including capital campaigns, major gifts, strategic planning, governance development, and organizational assessments. She has held senior leadership roles with Alberta Health Services, United Way, women’s shelters, Indigenous-led organizations, member-serving associations, and community-based nonprofits across Canada.

Her consulting expertise includes:

• Annual Giving
• Audits & Assessments
• Board Development & Governance
• Campaign Planning Studies
• Coaching & Training
• Fund Development Planning
• Major Gift Development
• Small Shop Fundraising
• Stewardship & Donor Relations
• Strategic Planning

Corrie’s sector experience includes:

• Arts & Culture
• Community & Social Services
• Environment
• Faith-Based Organizations
• Healthcare
• Hospice & Palliative Care
• Indigenous-led Initiatives

Beyond consulting, Corrie is a dedicated volunteer, educator, mentor, and community leader. She has served on numerous Boards, including the Association of Fundraising Professionals, where she has helped shape fundraising leadership across the sector.

Fun Fact: Corrie apprenticed as an electrician before beginning her career in fundraising.

Lauren Wheeler

Strategic Services Director, Alberta Museums Association

Lauren Wheeler is a public historian with more than 20 years of experience working in and alongside Canada’s museum community. She is recognized for her expertise in nonprofit leadership, museum accreditation, governance, organizational development, and workplace culture.

For the past 13 years, Lauren has served with the Alberta Museums Association, first as Program Lead for the Recognized Museum Program and, since 2022, as Strategic Services Director. Her work spans museum best practices, accreditation, nonprofit governance, operations and finance, deaccessioning and repatriation, visitor experience, and emergency and disaster planning.

Throughout her leadership journey, Lauren has championed people-first workplace practices that prioritize employee wellbeing, collaboration, leadership development, and organizational resilience. Her thoughtful approach to human-centred leadership has helped shape healthier workplace cultures while supporting the long-term sustainability of nonprofit organizations.

Lauren believes museums play a vital role in creating safe, accessible spaces that encourage curiosity, foster community, and deepen our understanding of our shared responsibility to one another and the environment.

She holds a Master of Arts in Public History from Carleton University and is looking forward to returning to Ottawa with her family as she continues serving Canada’s museum sector in a national leadership capacity.

Listen to Episode 14 here: https://globalphilanthropic.ca/the-human-centre…draising-podcast/

Listen on Your Preferred Platform

The Shared Brain Podcast from Global Philanthropic Canada features conversations on Canadian philanthropy, fundraising strategy, and nonprofit leadership. Episodes share practical insights, real-world success stories, and best practices to help mission-driven organizations grow their impact.

• Spotify
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• Amazon Music
• Deezer

The post The Human-Centred Leadership Strategies Every Nonprofit Needs to Know | Fundraising Podcast appeared first on Global Philanthropic Canada.

Kate Dowling

Associate

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Kate Dowling

Kate Dowling is an advancement strategist with 25 years of cross-border experience across the U.S., Europe, Canada, Asia, and the Global South. She turns ideas into scalable impact through strategic planning and team building, helping organizations secure resources to improve well-being for children, families, and the planet.

Her career spans teaching, city policy, founding early childhood initiatives, leading Oakland’s Marcus Foster Education Fund, and serving as a Robert Wood Johnson Foundation Fellow. She now strengthens organizational infrastructure and high-performing teams for mission-driven clients, aligning budgets, policies, and narratives to attract talent and investment. Recent work includes LIDÈ Haiti and the EPA Justice40 Initiative. Clients include UNCF, Playworks, and Jalon MTL.

Kate holds a BA from Providence College and an MPA from CSU East Bay. Her work has been recognized by Mayor Jerry Brown and the California State Assembly. A U.S., Canadian, and Irish citizen, she’s at home in Oakland, Montreal, or Paris.

• Fun fact: Kate has worked across three continents and as many policy systems, and still manages to make every room feel like a kitchen table conversation

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Inside the report, you’ll find:

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Episode Overview

Passion drives the nonprofit sector forward. It inspires people to serve communities, champion causes, and create meaningful change. But when passion is left unchecked, it can also lead to one of the sector’s most pressing challenges: burnout.

In this episode of The Shared Brain Podcast, Theresa Bolton and Derek Rolstone explore the hidden cost of passion and the growing impact of burnout on nonprofit professionals and leaders. Together, they discuss why burnout is so prevalent in mission-driven organizations, how it often gets mistaken for performance issues, and what leaders can do to protect the people behind the mission.

Drawing from decades of experience in recruitment, human resources, and organizational leadership, Theresa and Derek share practical insights on recognizing the signs of burnout, fostering healthier workplace cultures, encouraging healthy boundaries, and creating sustainable organizations where employees can thrive.

In this episode, Theresa and Derek cover:

• Why burnout is especially common in nonprofit organizations

• The connection between passion, empathy, and overwork

• Key emotional, physical, and workplace signs of burnout

• How leaders can identify burnout in themselves and their teams

• The importance of vacations, boundaries, and recovery

• Why recovery is more than rest and requires intentional recharging

• The role of Employee Assistance Programs (EAPs) and external support

• Practical strategies for building healthier, more resilient workplace cultures

• How organizations can support employee wellbeing without compromising their mission

Whether you are a nonprofit leader, fundraiser, executive director, HR professional, board member, or team member, this episode offers actionable takeaways for creating sustainable impact while protecting the people who make that impact possible.

Featured Speakers

Theresa Bolton

Founder, Customized Recruitment

Theresa Bolton is the Founder and President of Customized Recruitment Ltd., a Canadian talent acquisition management firm. She launched the company in November 2020 after identifying a gap between in-house human resources departments and traditional search firms that left many organizations without affordable recruitment support.

Based in the Greater Winnipeg Metropolitan Area, Customized Recruitment provides flexible, project-based talent acquisition solutions tailored to small and medium-sized businesses, nonprofits, and associations across Canada.

Theresa began her recruiting career in 2009, specializing in sales, marketing, insurance, and agriculture recruitment. She quickly established herself as a top recruiter in Winnipeg before moving into corporate leadership. In 2015, she joined Parrish & Heimbecker Limited, where she built the company’s recruitment division from the ground up and ultimately served as Corporate Director of Recruiting.

Through Customized Recruitment, Theresa collaborates with organizations and HR consulting firms, including Stone HR Strategies, to deliver comprehensive talent acquisition and fractional HR solutions.

Board and Volunteer Leadership

• Chair of the Board, Canadian Association of Agri Retailers

• Vice President, Ag in the Classroom

• Board Member, MS Society of Manitoba

Derek Rolstone

CEO & Founder, Stone HR Strategies

Derek Rolstone is the Founder and President of Stone HR Strategies, a full-service human resources consulting firm headquartered in Winnipeg, Manitoba. Since launching the firm in 2014, Derek has helped organizations across North America strengthen their workforce through strategic HR solutions focused on Attraction, Retention, and Engagement.

With nearly 30 years of experience in human resources and industrial relations, Derek has held senior leadership roles with organizations including Suncor Energy, Bell Canada, Nygard, TransX, and Pepsi.

Stone HR Strategies serves more than 200 organizations through a network of specialized consultants, providing expertise in compliance, workforce planning, employee relations, leadership development, and organizational effectiveness.

Derek holds a Bachelor of Arts from Western University and an MBA from the University of Victoria. He has also taught in the Faculty of Business at Red River College and the University of Manitoba.

Areas of Expertise

• Human Resources Strategy

• Executive Coaching

• Career Transition Support

• Compliance Management

• Leadership Development

• Strategic Workforce Planning

Listen to Episode 3 here: https://globalphilanthropic.ca/the-hidden-cost-…nonprofit-sector/

Listen on Your Preferred Platform

The Shared Brain Podcast from Global Philanthropic Canada features conversations on Canadian philanthropy, fundraising strategy, and nonprofit leadership. Episodes share practical insights, real-world success stories, and best practices to help mission-driven organizations grow their impact.

• Spotify
• Apple Podcasts
• Amazon Music
• Deezer

The post The Hidden Cost of Passion: Preventing Burnout in the Nonprofit Sector | Fundraising Podcast appeared first on Global Philanthropic Canada.

KARENNE LAKE

Associate

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Karenne Lake

Karenne Lake is a senior executive in sponsorship, strategic marketing, and philanthropy, with over 20 years of experience driving brand equity, business growth, and organizational influence across Quebec.

 

As Manager, Sponsorship and Philanthropy, Office of the President at Sun Life Quebec, she leads integrated sponsorship and philanthropic strategies aligned with corporate priorities, delivering measurable business value and meaningful social impact. Previously, she managed major sponsorship portfolios at Groupe CH for flagship events such as the Montreal International Jazz Festival, Francos de Montréal, and Montréal en Lumière, further strengthening her expertise in experiential marketing, brand integration, and complex multi-partner agreements.

 

An entrepreneur and President of White-Lake Attitude Inc., Karenne also manages a real estate portfolio, enhancing her expertise in governance, asset optimization, and financial performance. Deeply engaged in the business community, she mentors through the Business and Arts program, the Association of Fundraising Professionals, and the DG+ executive program at HEC Montréal. She also serves on several committees and boards, including as Chair of the Board of Directors of CPE La Barbouille.

 

With a 360-degree perspective on marketing and strategic communications, combined with strong business acumen, Karenne is a trusted advisor to organizations seeking to structure and maximize the impact of their sponsorship and philanthropic investments.

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