Vandana Juneja has dedicated her career to shaping workplaces that are inclusive, equitable, and empowering. With a background spanning human resources (HR), law, and global consulting, Juneja’s diverse experiences uniquely equip her for her role as the Equity, Diversity & Inclusion Officer, a new role at Thornton Tomasetti, a scientific and engineering consulting firm. In her own words, Juneja’s journey has always been about “connecting hearts and minds” and fostering environments where people feel “seen, heard, safe, and valued.”
Early Career: Building Foundations in Human Resources and Law
Juneja’s professional journey began in HR in Vancouver, Canada, working within the building materials division of a large forestry company. Her role involved exposure to changes in benefits and pension transitions, which provided insights into HR functions and the industry as a whole.
“Forestry is traditionally male-dominated,” says Juneja. “Although gender equity was not a primary focus at that time, I saw opportunities for progress.” This early exposure highlighted the gender gap in the industry, sparking Juneja’s early interest in equity and diversity.
Her experiences in HR led her to pursue a law degree, where her focus turned to equity on a larger scale. During law school, Juneja worked with the Department of Justice’s pay equity task force, conducting research on gender and international human rights instruments. “Learning about the concept of equal pay for work of equal value helped to instill in me the importance of equity in the workplace,” says Juneja. This experience was pivotal, cementing her commitment to advocating for workplace equity.
Global Perspectives: Vietnam and Catalyst
Shortly after law school, Juneja participated in a micro-finance project in Vietnam with a local nonprofit and the Vietnam Women’s Union. The project sought to empower women living in poverty by helping them enter the mainstream banking system and gain business knowledge.
“I still remember attending lending ceremonies and interviewing women receiving those loans,” Juneja recalls. “Their pride, gratitude, and ambition really stood out to me. It struck me that these small loans would not only impact the recipients but also their families and communities.” This experience reinforced her belief in the ripple effect that equity and inclusion can create in society.
Later, Juneja joined Catalyst, a global nonprofit with a mission to accelerate progress for women through workplace inclusion. Her decade-long tenure at Catalyst, including serving as Executive Director, Canada and Vice President, Global Consulting, saw her collaborating with C-suite executives worldwide, guiding them in creating equitable workplaces where everyone could bring their “unique and authentic strengths” to thrive. “Those ten years were instrumental to my perspectives on equitable workplaces and advancing women,” she says, reflecting on the impact Catalyst had on her approach to DEI.
A Personal Connection to Inclusion and Belonging
Juneja’s East Indian heritage and her experience as the first Canadian-born member of her family have shaped her perception of inclusion and belonging. “The notion of being included and having a sense of belonging in an environment where one isn’t part of the ‘majority’ has always been important to me,” she explains. Her personal experiences add depth to her professional commitment, fueling her desire to foster environments where everyone feels they belong, regardless of background.
A New Role at Thornton Tomasetti: Creating a Culture of Inclusion
When Thornton Tomasetti introduced the ED&I Officer role, they saw it as an opportunity to formalize their commitment to creating inclusive workplaces. “This role is new, but the firm has been actively engaged in creating inclusive experiences for years,” says Juneja. Recognizing the business imperative, Thornton Tomasetti took a strategic approach to build on existing grassroots and senior-level commitments. “Culture isn’t built by one individual but by the collective,” Juneja emphasizes. This philosophy underpins her work as she collaborates with advocates across the firm.
In her current role, Juneja partners closely with Thornton Tomasetti’s employee network groups (ENGs), which play a crucial part in fostering a culture of inclusion. “We have three ENGs: Women@TT, Mosaic, and Spectrum,” she explains. These groups create community through events, mentoring, and professional development initiatives. “The level of commitment and passion that our ENG leaders bring to the table constantly amazes me,” says Juneja, adding that these groups are instrumental in deepening the firm’s inclusive culture.
One ENG, Mosaic, celebrates cultural diversity and supports employees connected by shared social or cultural experiences. Another, Spectrum, promotes an inclusive workplace for LGBTQ+ employees, aligning with Thornton Tomasetti’s goals of engaging and retaining diverse perspectives. “Spectrum advocates for our LGBTQ+ employees and hosts events that support professional development,” she says. The Women@TT group recently celebrated its tenth anniversary, a milestone that reflects Thornton Tomasetti’s longstanding dedication to gender equity. “Women@TT pushes boundaries, expanding spheres of influence and encouraging big dreams,” Juneja shares.
Listening and Empathy: Building Psychological Safety
A core aspect of Juneja’s approach to ED&I is listening to employees to better understand their experiences. “One of the most important things we do is listen,” she says. Thornton Tomasetti conducts surveys and holds listening sessions to gauge employees’ experience of inclusion and belonging. “We encourage our people to be courageous in sharing their perspectives, so we can build a culture where diversity is celebrated,” Juneja explains. This practice contributes to the firm’s inclusive culture where employees feel their voices are heard .
Another key focus area for Juneja is fostering empathy within the organization. “Empathy is a critical human skill that can be learned. There is a powerful link between empathic leadership and experiencing psychological safety at work. Particularly in challenging times, empathy enables people to create connections, understand, and demonstrate care and concern for colleagues. It is linked with effective team collaboration, reduced stress, increased morale, and more inclusive attitudes at work. It’s truly a superpower in the future of work,” she says.
Thornton Tomasetti’s Approach to ED&I: Unique Initiatives and External Partnerships
Thornton Tomasetti’s ED&I efforts extend beyond internal initiatives. The firm engages with external organizations to foster broader conversations on inclusion and diversity. Recently, Juneja participated in a panel discussion with the Portland, Maine chapter of Women@TT and a client firm, alongside a representative from the Roux Institute at Northeastern University. “We discussed industry barriers and strategies for earning a ‘seat at the table,’” she recounts. These dialogues help talented individuals gain exposure to diverse perspectives and empower them to take actionable steps to advance their careers.
Thornton Tomasetti also emphasizes the importance of role models through their employee spotlights, which showcase the achievements of individuals from all backgrounds. “You’ve got to see it to be it,” Juneja says. “When people see others like themselves succeed, they are inspired and motivated to chase their own dreams as well.” This initiative amplifies the diversity within the firm and reinforces a supportive culture where everyone feels they belong.
A Constantly Evolving Culture of Inclusion
Juneja recognizes that building an inclusive culture is an ongoing process that requires intention and adaptability. “Culture is something we are constantly working on from many different angles,” she says. Thornton Tomasetti recently introduced interactive dialogues to help employees cultivate inclusive behaviors. “Every team is better when people demonstrate behaviors such as accountability, empowerment, allyship, curiosity, humility, and courage,” Juneja explains. This initiative highlights the firm’s commitment to fostering a culture where everyone feels empowered to contribute their best.
Juneja’s work at Thornton Tomasetti is rooted in her belief that ED&I initiatives are most effective when they resonate on a personal level. “This work requires connecting hearts and minds,” she says. By creating environments where employees feel “seen, heard, safe, and valued,” Juneja hopes to empower them to achieve their best. It’s a mission that reflects her own journey—a journey defined by resilience, empathy, and a steadfast commitment to equity and inclusion.
Lin Grensing-Pophal is a Contributing Editor at HR Daily Advisor.