Cumulative figures for the 2024-2025 and 2025-2026 editions, based on Mosaïca's registration lists.
Not one more conference
The Roundtables bring a group of decision-makers together around real situations, diagnostics, structured exchanges and directly usable tools.
Among decision-makers
Participants compare their realities, their decisions and their practices within a structured setting that encourages candour, comparison and peer learning.
Grounded in the region's own reality
The discussions start from issues lived in Saguenay-Lac-Saint-Jean organizations, rather than from theoretical models applied without regard to context.
Designed for action
Every gathering lets participants leave with reference points, tools, management questions and workable courses of action.
Two editions to understand and to act
The progression of the Roundtables was designed as a journey: open people's eyes, equip organizations, then prepare for wider reach.
Three sessions, in a participatory talk format. The first edition had only one ambition: to bring the leaders of Saguenay-Lac-Saint-Jean around one table, to name what no one says out loud, and to understand together the real issues around diversity. Before acting, you have to listen.
Quebec and its diversity challenges
The perspective of people from diverse backgrounds themselves, to name a reality organizations often live without understanding it from the inside.
Quebec culture: more exotic than you might think
Its fascinating and sometimes disconcerting sides for anyone arriving from far away, in order to enrich the experience of everyone — newcomer and long-established colleague alike.
Leadership: the key to success
Inclusive leadership as the connecting thread: turning the challenges of diversity into organizational opportunities.
“More convinced than ever, I believe that including diversity is the challenge of our generation of entrepreneurs.”
Martin Lépine, chair of the Regional Roundtables, plenary session of the 1st editionThe issues were understood: it was time to act. Four structured sessions, Mosaïca tools, concrete diagnostics, at the Manoir du Saguenay.
Manoir du Saguenay
The Intégramètre: you only transform what you have first learned to measure
Before acting on integration, you have to know where you stand. This first roundtable offered organizations an objective mirror of their practices: 70 criteria, a common and comparable scale, four levels of maturity.
Manoir du Saguenay
The 4 keys of inclusive leadership
Recruiting a diverse workforce is not enough: it is managers' stance that turns that diversity into performance. Four keys structure lasting inclusive leadership (culture, structure, cultural intelligence, recruitment), with culture as the master key on which the other three rest.
Manoir du Saguenay
The 5 keys for international workers
Welcoming means opening the door. Integrating means building the path. This gathering moved organizations from a logic of one-off welcoming to one of structured inclusion: anticipating culture shock (Oberg's curve), taking apart the myths of integration and sharing responsibilities between employer and employee.
Manoir du Saguenay
Company culture and organizational DNA
Strategy tells you where to go; culture decides whether you get there. Participants learned to identify their type of culture (ghost, decorative or living) and to design their organizational DNA in seven steps.
“The second edition changed register. The issues were understood; it was time to act: four structured sessions, Mosaïca tools, concrete diagnostics, to turn Saguenay-Lac-Saint-Jean managers into well-equipped inclusive leaders.”
Mahdi Gueblaoui, principal consultant, plenary session of the 2nd editionTwo editions to understand, then to get equipped. The ambition now is to adapt the model to other regions of Quebec. The full program is in preparation.
What happens around the table
Exchanges among decision-makers, Manoir du Saguenay
Small-group work
Plenary session
Peer learning
Conversations that leave something behind
Every gathering is built around a concrete tool or diagnostic, designed to be used back at the office rather than filed away afterwards.
Intégramètre diagnostic
70 criteria and four levels of maturity to situate an organization's welcome and integration practices objectively.
Cultural intelligence profile (CQS)
An individual reference point on the ability to function effectively across cultures.
Shared integration framework
A clear division of responsibilities between employer and employee along the onboarding journey.
Culture diagnostic and DNA plan
A reading of the organization's real type of culture, and a seven-step approach to designing it intentionally.
Frameworks and management questions
Reference points directly applicable to managers' everyday decisions, not abstract concepts.
Peer learning
The exchanges with managers from other sectors, a contribution that carries the gathering beyond its formal content.
What the gatherings produced
Across the four gatherings of the 2025-2026 edition, participants left with a quantified Intégramètre diagnostic, a cultural intelligence profile (CQS), a shared employer-employee integration framework, and an organizational culture diagnostic together with a design plan.
Every gathering deliberately brings decision-makers from different sectors (industry, services, health care, education) around the same table, rather than segmenting the discussions by sector.
Sectors represented
Previous editions have brought together organizations from the industrial and manufacturing sectors, business services, health and social services, education, and the municipal and community sector.
In participants' words
“The exchanges at the roundtables, the inspiring panellists and the presence of committed entrepreneurs made this gathering deeply enriching. An initiative fully aligned with our mission.”
Grégoire GaudreaultBusiness Partner, Regional Economic Development, Rio Tinto“The Intégramètre gave us a clear view and an overall understanding of the situation. I feel reassured, having found a better-defined path toward our retention goals.”
Annie DesbiensManager, human resources development, Les Industries MES et StacaAn initiative born in the field
A region only transforms if its decision-makers commit. Saguenay-Lac-Saint-Jean understood that early : rather than waiting, its leaders chose to act together.
The first lunch-and-learn sessions on immigration, at the initiative of Martin Lépine, with Mahdi Gueblaoui : the first conversations of a region growing more diverse.
A second lunch-and-learn confirms an intuition: what works for immigration holds for diversity as a whole. The format takes hold and grows with its ambition.
The movement changes scale. The first edition opens in October with a participatory talk.
The inaugural edition opened in October 2024 with Marjorie Michel, now Canada's Minister of Health. Her participatory talk addressed the challenges of diversity in Quebec.
Four structured Roundtables, Mosaïca tools, concrete diagnostics at the Manoir du Saguenay: the edition that equips organizations.
The ambition now is toadapt the model to other regions of Quebec, carried by the same leaders who brought it to life in Saguenay.
Every region can write this story in its turn.
They helped bring the initiative to life
Organizations engaged alongside the decision-makers of Saguenay-Lac-Saint-Jean. The next cycle will open new partnership places.
Lead partner
First-tier partner of the Regional Roundtables.
Partner · 1st edition 2024-2025
Partner of the first edition, alongside the decision-makers of Saguenay-Lac-Saint-Jean.
Media partner
Relays the initiative to the region's economic ecosystem.
Bringing the Roundtables to another region
The model was created, tested and refined in Saguenay-Lac-Saint-Jean. Municipalities, chambers of commerce, economic development organizations and employer groups can now adapt it to their own territory.
Analysis of the regional context
Understanding the realities and the organizations of the target territory.
Adapting the themes
Adjusting the program to the dominant sectors and the local diversity profile.
Bringing partners on board
Identifying the funding and regional partners that make the cycle possible.
Facilitation and review
Recruiting participants, facilitating the gatherings, producing the tools and reviewing the cycle.
Take part in the next cycle
Receive the details of the next edition and register your interest in joining the group of decision-makers.
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