The questions Nadine often receives are mainly externally focused. What can we put on Linkedin that is credible? Which job site should we post on? How do we ensure diverse casting? These are logical questions, because external expressions are visible and an organizationis judged and addressed accordingly. But optics aren’t enough. You can't effectively change the outside without working on the inside first. It is important that everything that is externally-oriented—from the brand communication to the products and services on offer—authentically reflects the internal culture.
For example, you will never be able to credibly contribute to conversations online if you don’t really understand what position you can take as a company. Likewise, there is little point in encouraging bi-cultural, female or LGBTQI +applicants to apply for a job at your company if there is no guarantee that this is a safe and welcoming place for everyone.
A diverse workforce and customer base, relevant and credible communication, and products and services that serve a diverse audience, first and foremost require an inclusive work culture.
A workplace culture is the sum of the people who work there, and people are not production machines that can be rebooted with a simple update. They are human beings each with their own long and varied histories, identities, experiences and prejudices. Each trajectory therefore starts with a focus on culture. Creating inclusive products, services and communication styles comes next.
Awareness of one's own identity and privilegesAlthough often asked, there are no standard checklists to tick off or tools to change a culture, these can only serve as support. The most important and at the same time the most confronting step is to learn to look in the mirror, both as an individual and as a group.Reflection is not a one-off or temporary thing, but is needed on an ongoing basis to develop your intuition to learn to feel things and to go and see your own blind spots.
In order to be able to shape an inclusive organization, it is important to be aware of your own identity and the privileges and disadvantages that come with it. You can only really understand this if you start to see your story in relation to others. That is why we always start by reflecting on our own identity and listening to each other's stories: who are we, what has shaped us and what impact does this have on how we judge others? How does our position in life affect our opportunities and risks? Where do our ideas and behavior come from? Learning to look in the mirror in this way is necessary to be able to take the next step.
Reflection on the organization (DEIValues)When we have a better understanding of who we are and what we need to work on, we can continue to develop as a company. In the second session we learn more about discrimination, racism and intersectionality and how this is reflected in the organization. Once we've taken this 'screenshot', we can move on to jointly design the inclusive culture we aspire to. In the form of an interactive workshop, we determine which values fit the inclusive culture you strive for. Once these valueshave been determined, we have a foundation to build on. The next step is to define these values and to record which attitude, language and behavior are appropriate. Nadine translates this input into a catchy manifesto that can be used to keep everyone in the organization on the same page and to give direction to future activities.
Based on the values and the associated desired attitude, language and behavior, we formulate goals and actions that we include in the DEI Roadmap. The Roadmap provides an overview of the process and its status. It provides insight into the following at a glance:goals, KPIs, actions, accountability and deadlines. Establishing and naming responsibilities ensures that the implementation of the Roadmap is a shared responsibility and does not remain inactive. The Roadmap contains short-term actions that can be ticked off, but also actions that are ongoing. As soon as the Roadmap is finished, we can continue with the next training, eg InclusiveCommunication or Inclusive Design.
Each session is a combination of information, inspiration and interactive exercises, but each group needs something different in terms of attention and depth. Nadine is an intuitive trainer, which means she works with the energy of the group and together during the sessions creates a flow that suits your natural rhythm and dynamics. She is not there to convince you of her views, but to guide you together to come to a plan that works for you, always collaboratively.
New insights are immediately converted into concrete actions so that it does not stop with fine words and everyone feels and carries responsibility.
SAFE SPACE ALL THE WAY
Creating a safe environment is essential to be able to work together on the individual processes that are necessary to come closer together. You’ll learn to work from a place of empathy and connection so that everyone can be vulnerable, set boundaries and take up space. If it’s possible to develop and use new ways of interacting within the walls of the training, it’s only a small step to implement these positive changes in the workplace. You could therefore see the training as an exercise in creating safe spaces for the organization’s daily working life.
You have more knowledge in the field of racism, discrimination, diversity, equity and inclusion.
You are more aware of the influence of your own identity on opportunities, risks, ideas and beliefs.
You have more understanding for the situation, experiences and behaviour of others.
You have a clear understanding of how you can use your privilege to create a more equitable world.
You know how to communicate more effectively.
You have an insight into which workplace attitudes, language and behaviour align with the values you strive for.
You have an overview of the actions required to achieve these goals.
1. Personal impact plan.
2. Values that represent your inclusive culture translated into a gripping DEI Manifesto.
3. A DEI roadmap with long-term and short-term actions including those responsible and deadlines.
4. A clear insight into the next steps required.
The course can be undertaken in-person and online, or a hybrid of the two. To maximise effectiveness, the preference is to come together physically, but given the current lockdown, it can also be done completely online. Naturally, the training is fully conducted in accordance with the latest COVID-19 guidelines.
Depending on the scope of the process, Nadine provides the training alone or with a partner. The design and costs of the training are always tailor-made, because this depends on your available time and budget, the size of the group and any additional specific needs.
You can discuss these options with Nadine in a no-obligation meeting. She will then provide feedback in a debrief with an appropriate quote. Separate workshops are also possible.
The quote includes the briefing and debriefing processes, preparation, travel time and costs, and the manifesto, and excludes the location and technology (if applicable). Any additional requests such as provision of questionnaires or other measurement tools, participation in internal consultation, presentation to non-participants within the organization, etc., are budgeted separately.