About the practice — and the person running it.

The longer answer to who is reading the file, why the practice looks the way it does, and what I will and will not do on an engagement.

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Meagan Angelucci, founder of CultureIQ Labs Corp. — CDMP/NIDMAR, MS I/O Psychology, ten years inside Canadian disability management

§ 01 · The longer story

What I went looking for, and what was not in the literature.

I went to graduate school looking for the research that should have explained what happened to my father. He was fired at fifty-four after years of the kind of psychological harm that accumulates slowly and gets written off as personality conflict. Six months later he died. I reviewed three hundred and forty-three papers and thirty-seven workplace intervention studies. I was looking for scholarship on what helps people recover after that.

There was almost nothing. Seventy-eight percent of the workplace intervention research I read focused on individual resilience — teaching people to cope with the conditions, not on changing the conditions that produced the harm in the first place. The literature had a blind spot, and the blind spot had a direction.

From the MS capstone, 2022

When workplaces break people, the working assumption in the literature is to make the people stronger. Not to fix the workplace.

Meagan Angelucci, MS I/O Psychology

§ 02 · A decade inside the file

Ten years across five carriers — and the same pattern.

I spent a decade inside Canadian group benefits and disability management — across five carriers. By the time I came back to the file with the literature in my head, the case mix had shifted. Stalled returns. Supervisor conversations that should have been routine but were not. Accommodation refusals grounded in the documentation rather than in the work.

The carriers had decent claim systems. The employers had decent policies. The literature had decent answers. The thing that did not exist was a senior consultant who could read both — the file and the journals — and produce work product that held up to scrutiny.

That is what I went independent in January 2026 to build. CultureIQ Labs Corp. is what I am building.

§ 03 · Credentials

Both the research and the practice.

Each credential is a different system this practice has to read at once. The work sits at the intersection.

MS, Industrial-Organizational Psychology Capella University · 2022: Research methodology, validated instruments, psychometric analysis. The MS capstone was an empirical study on workplace conditions and post-adversity recovery.
CDMP / NIDMAR Certified Disability Management Professional: Claims data, accommodation law, return-to-work protocols, Canadian regulatory framework (CSA Z1003, Bill 190, provincial human-rights legislation).
SHRM-CP Society for Human Resource Management: HR operations, compliance requirements, organizational decision-making in the day-to-day file.
Ten years inside Canadian DM Five group benefits and disability management carriers: Disability case management through senior consulting. Accommodation work, RTW program design, supervisor capability assessment, and training delivery to in-house and vendor teams.

§ 04 · Principles

What this practice will, and will not, do.

The clauses that show up in every engagement letter, said plainly. If you need different terms, name them on the discovery call.

Will

Read the literature in real time and cite it on every deliverable
Produce work product that holds up to scrutiny — for workers, employers, and the people they're accountable to
Tailor every workshop, training, and audit to your team — no off-the-shelf decks
Refuse engagements that are not a fit and say so on the discovery call
Disclose any prior relationship to a file before accepting it

Will not

Take engagements where the conflict of interest cannot be cleanly resolved
Adjust findings or recommendations to fit a desired outcome
Sell resilience training to absorb conditions the workplace produced
Push templates that do not survive contact with the file
Accept referral fees — introductions are reciprocated when there is fit

§ 05 · Where else to read me

Three other surfaces — from the same desk.

The Brief

The newsletter. Cited research and practice notes from the desk, every other week.

Eunosa /ask

A free AI research tool for consultants. Peer-reviewed RTW evidence and Canadian case law in one cited answer.

Research notes

Longer-form essays on RTW, accommodation, supervisor capability, and culture.

§ 06 · The company, specifically

The boring particulars, for the record.

Legal name: CultureIQ Labs Corp.
Incorporated: Canada — federal and Ontario
Founded: January 2026
Address: 145 1/2 Church Street, Office 656, Unit 5
Toronto, Ontario M5B 1Y4
Founder: Meagan Victoria Angelucci
Domain: www.cultureiqlabs.ca

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What I went looking for, and what was not in the literature.

Ten years across five carriers — and the same pattern.

That is what I went independent in January 2026 to build. CultureIQ Labs Corp. is what I am building.

What this practice will, and will not, do.

The clauses that show up in every engagement letter, said plainly. If you need different terms, name them on the discovery call.

Will

Read the literature in real time and cite it on every deliverable
Produce work product that holds up to scrutiny — for workers, employers, and the people they're accountable to
Tailor every workshop, training, and audit to your team — no off-the-shelf decks
Refuse engagements that are not a fit and say so on the discovery call
Disclose any prior relationship to a file before accepting it

Will not

Take engagements where the conflict of interest cannot be cleanly resolved
Adjust findings or recommendations to fit a desired outcome
Sell resilience training to absorb conditions the workplace produced
Push templates that do not survive contact with the file
Accept referral fees — introductions are reciprocated when there is fit