Inclusion and Diversity
People with minority names have to send 50% more applications to be called for an interview than people with classic “white” names
Gallup (2022). State of the Global Workplace.
So how come so many struggle to create an inclusive work environment?
To welcome diversity in your organization is both a right and profitable thing to do.
Nevertheless, it is easier said than done, and many companies struggle to integrate demographic and cognitive diversity in practice.
So how do you actually create an environment where everyone feels included and collaborations work smoothly across differences?
How can I help you?
In my speaks, I challenge you to take a hard look at your own bias and work environment and rethink the way you see issues like culture and leadership.
Get a rundown of the data (not the “secret”) behind:
- how to succeed in creating a diverse and inclusive work culture.
- which biases (unconsciously) affect yours and your team’s actions.
- utilizing diversity to fuel innovation and increase performance.
- how you can create a safe, inclusive culture and thus promote cooperation, understanding and cohesion in and across teams.
- how you can create greater diversity in both the leadership team and accross the organization.
Why does it matter?
Bias can inhibit diversity, inclusion, and belonging in a workplace. Creating an inclusive work environment and minimizing bias will result in higher motivation, improved innovation, and better collaborations across the business.
Not really the issues you are dealing with?
No worries. These are examples, and I always tailor the speak to my client’s specific needs.
As long as it has to do with rethinking and improving work-life, I am your guy (also, I am very humble).
Want an example?
Every challenge is unique, just like every company and individual out there. That’s why my talks are always one-of-a-kind. I approach them with a blend of scientific insight and a touch of humor, serving up customized content that fits your exact needs. Let these examples be like sparks of inspiration.
Diversity is not only about age, gender, and ethnicity. Approximately 15% of the population is considered neurodivergent.
Having worked with different neurodivergent people in both elite sports, tech and having neurodiversity in my family, I know how to create an environment, where neurodivergent and neurotypical people can thrive together.
Based on my personal experiences and insights in the scientific research I will inspire you with:
- How to detect neurodivergent employees
- How to understand the reactions and needs across different neurodiverse conditions
- Why both structure and culture are important factors when creating an inclusive environment
Do you want to create an organization that is truly diverse, where all employees feel included, have a sense of belonging and equal opportunity to progress? Then you have a great deal of work ahead of you. Because DEI&B is as complicated as it is important. It goes well beyond just age, gender, and ethnicity. It is creating a culture, structure and environment that accommodates all human beings in every aspect of the employee lifecycle.
Therefore, in this talk I will inspire you with research and examples on:
- How to attract a diverse candidate pool through an inclusive recruitment process
- Why bias-awareness training is not enough when working with DEI&B
- What policies and changes to your physical working environment actually works
- How to promote DEI&B at all levels of the organization
Even though research shows all the benefits of having diverse teams in both nationalities, professional experience and education, age, gender, ethnicity, sexuality etc. we are yet to talk openly about the challenges of diversity. Because the foundation of diversity is also a difference in worldviews, opinions, ways of working, communication style etc. So increased diversity can also mean an increase in conflict.
In this talk I will inspire you on how you can strengthen collaboration in your diverse organization by:
- Talking less about the cultural differences and talk more about the mutual ambitions
- Focusing on the human being and not the label
- Learning how to lean into the discomfort instead of stepping out
- Building a culture of Psychological Safety and Empathy
