Qualification, Training and Coaching on D&I

Effective D&I management requires nuanced knowledge, methodological competence and clarity of roles—depending on responsibility, context and change dynamics. Our qualification formats focus on these items and are tailored to key stakeholder groups across organisations.

Developing CXOs and management teams

Role modelling is essential—both in everyday routines and in critical situations. Our programmes for CXOs and executive team learning journeys combine authentic leadership with operational demands and key insights into impactful behaviour. The goal is to integrate D&I into daily business in a value-adding way.

Professionalising D&I management

Strategic depth generates impact—especially in changing environments. Our upskilling formats sharpen understanding of various D&I-related change challenges. We address new demands such as dealing with polarisation, global inconsistencies or data- and technology-driven platforms.

Diversity across the HR value chain

We work with HR specialists and generalists to thoroughly integrate diversity into processes and tools, ensuring their effective application. From recruiting to retention, our focus lies on incorporating individual needs—without bias, disadvantage or unnecessary complexity.

Impact through broad engagement

While activism follows its own logic, organisations need constructive engagement formats. We have moved from cascading models to dialogue formats, from events to experiential formats and from mentoring to development partnerships.

ENGINEERING D&I.

Related topics

We found the Inclusive Leadership Journey a valuable experience (as) it made us recognize we all have biases, and allowed us to reflect on this truth. Then, the Leadership Journey process gave us a format to create an actionable plan (as) we accept there is no quick fix when it comes to organizational culture change. (We came) to consensus on a path forward to create a diverse, inclusive, and equitable workplace (and) an 'action journey' where real progress is being made.

BayWa r.e. | Céline Tran, MD France & Global DEI Sponsor, 12/2021

Michael has been a key enabler to organise our DEI journey. His experience and expertise combined with a very clear way of expressing his thoughts and recommendations have been highly valuable to define our DEI strategy and action plans as well as to prepare for senior management meetings. His investment in getting to know our organization and our HR processes allowed him to leverage the existing processes as ground foundations for further actions and define additional tailormade DEI initiatives. His interactions with senior management, through interviews, individual coaching or management trainings, were very relevant and impactful. It has been a pleasure working alongside with Michael over several months on diversity, equity and inclusion topics.

Global D&I Congress | Nina Woodard, Conference Chair, 03/20217

I had the privilege of working with Michael as a part of the World HRD Congress 25th Anniversary Diversity and Inclusion program. Michael prepared a special kick off program for the event that was very inspirational and helped us start the day on the right note. His fact based insights are very impactful and an asset to any diversity and inclusion program by insuring that the bottom line impacts are visible and real. He is very dedicated to meeting the needs of the conference or program and to being able to customize and still beautifully maintain the integrity of his work.

Evonik | Dr. Katrin Schmallenbach, VP HR, 10/2019

European Diversity supported Evonik in three strategic gender projects. Michael Stuber's expertise, his experienced and critical perspective on the specifics of our company and his in-depth understanding of the relevant issues had a major impact on our work. This applied both to cultural, process and strategic analyses as well as the resulting approaches and recommendations. Our joint work is characterised by an equally forthright and trustful dialogue, which leads to constructive reflections and valuable progress.

E.ON | Sven Rudloff, Group HR Policy, 03/2007

e-Diversity is a unique and entertaining instrument which quickly trains numerous employees while dealing with issues of Diversity and Anti-Discrimination. Adaptations for specifics of our corporation were completed within a short amount of time.

Deutsche Bank | Elisabeth Kurkowski, Global Diversity Team, 09/2004

European Diversity Research & Consulting was a very competent service provider for our conference 'Invisible potential', where the consultancy was in charge of the facilitation, the co-ordination with external partners and the press contacts.

Deutsche Telekom | Maud Pagel, Group Head of Diversity, 08/2004

The foundation for the implementation of Diversity at Deutsche Telekom group is our group Diversity strategy and its key element, the group Diversity policy. European Diversity Consulting has been supporting us in a very professional way, always focusing on our specific business context when developing various building blocks of our strategy.

Commerzbank | Barbara David, Head of Diversity, 2016

European Diversity Consulting accompany us with comprehensive Diversity knowledge in different Diversity questions since a couple of years. The personal consulting support us by the continuous advancement of our work.

Credit Suisse | Eva Ingold, Head Diversity and Inclusion, Oktober 2007

Nobody in Europe is more profoundly acquainted with Diversity as Michael Stuber. He creatively co-designed the ‘Diversity & Inclusion Switzerland’ conference and his facilitation was both energetic and empathetic.

Deutsche Telekom | Stefan Conradi, RTS, 2010

As part of the implementation of a quota for women at Deutsche Telekom, European Diversity research & Consulting led through gender diversity workshops for professionals and executives in the area of recruiting and talent service. The Gender & Diversity models and the interactive discussion on the topic were very effective and appropriate for the target groups and helped to establish a positive understanding as well as to create new approaches to further implementation.

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