Who is it forInternational organisations with diverse teams, civil society organisations dealing with ethnic minorities, or groups with members who live in the same country but have different cultural backgrounds.
Duration & datesA minimum of one day's training, or a programme of several days, according to the client's needs and preferences.
LocationGlobal.

Many societies today are culturally and ethnically diverse. This presents both opportunities and challenges for organisations:

  • How can you recruit the best people, without being hindered by cultural bias or stereotyping?
  • How can you make the best of the current mix of employees, and create an environment where everyone can flourish, regardless of their backgrounds?
  • How can you connect to a variety of target groups and clients, without losing sight of your goals?

Taking diversity seriously is vital for organizations to make the best of their human capital, their services and their employership. This isn’t just a matter of morality or business. It’s about keeping a sense of reality, and staying connected to a dynamic and multifaceted environment. Diversity is a potential source of quality for your organisation.

We can advise you on how to:

  • add energy, consistency and depth to your diversity policies and vision;
  • handle the challenges and dilemmas that diversity can create.

Our training programmes will help you to:

  • improve cooperation in your multicultural teams;
  • enhance your services to multicultural clients and target groups;
  • develop your employees’ intercultural competences.

 

Become aware of different perceptions and common ground rooted in cultural backgrounds.
Find ways to have dialogues between diverse groups.

The nature of diversity in our societies is changing. Until recently, many societies consisted of a combination of distinct communities. However, they have now become more complex, with multiple differences both among and within groups. Leading researchers describe this as ‘superdiversity’.

Multicultural environments today are not so much made up of coherent ‘cultures’ but of different individuals who draw their identities from many cultural sources, and have widely differing backgrounds and histories.

To deal with diversity, it used to be enough to know about a few communities and cultures. But now organisations need policies, interventions and competences that take into account the dynamic and complex nature of diversity today.