Qualification, Training and Coaching for D&I Experts

Anchoring D&I in large organisations in a beneficial way requires specific knowledge, methodical skills and personal competencies. Where do D&I managers, D&I champions, D&I change agents and various promoters acquire the necessary knowledge and skills?

The handling of D&I requires different roles and responsibilities. Depending on the change approach, the topic requires power, technical and process promoters or ambassadors, champions and change agents. They all need differentiated knowledge about D&I, a clear understanding of relevant mechanisms in the organizational context and effective skills to bring about change in the respective environment.

Expert workshops: Training and further education for D&I managers

Do D&I managers see themselves as contact persons, managers of initiatives and programmes, or change champions? The development of new ways of working often begins with sharpening the understanding of roles. Compared to ten years ago, we see fundamentally new tasks in the field of D&I today:

From communication to dialogue: New technologies and critical basic attitudes make an interactive exchange possible and necessary.
From networks to platforms: It’s not the clique, but exposition and visible change that is needed
From good practice to sustainable improvements: Measurable progress requires specific approaches for your organisation

For over 15 years, our expert workshops have offered new perspectives, inspiring ideas and insights for D&I managers from Amsterdam to Cape Town and from Chicago to Mumbai.

Train – the – Trainer: Qualification of multipliers

The reach of D&I is multiplied by the use of stakeholders who represent the topic in their specialist or leadership role. They need appropriate support in performing this task.

From cascade to feedback & focus groups: Noticeable developments are based on a deeper understanding of the corporate culture experienced.
From events to experience formats: Effective interactions with employees require personal involvement
From mentoring or sponsoring to development relationships: New forms of professional development are reflected in changed relationships

Our train-the-trainer offers qualify the multipliers of your organisation both on the subject of D&I and in the perception of contemporary formats.

Inclusive Leadership Role Modeling: Executive D&I Coaching on supportive behaviour

The importance of role-modelling for D&I is undisputed, especially at top management levels. At the same time, there are remarkably few approaches that represent the perception of this role model function within the framework of the various management tasks: Strategic management, personnel management, authentic personal behaviour as well as the integration of private aspects – in all these areas, top and senior managers not only have the opportunity, but also the necessity, to integrate and convey the topic of D&I in an accentuated way.

Our executive briefing and coaching services are based on the reflection of individual leadership roles under D&I aspects with the aim of formulating concrete principles for action.

The long runner: D&I in HR

Diversity puts the individual at the centre of HR work, which otherwise follows the trend towards standardisation. The extent to which the HR value chain, from recruitment to personnel development and to personnel retention

promotes,
neutrally treats or even
hinders diversity

is only one fundamental question. In connection with Unconscious Bias, the focus today is on the consistent application of HR processes and management tools, including the integration of work and private life.

ENGINEERING D&I.

Related topics

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.

Vodafone | Elke Kopp, Diversity Manager, 03/2011

Due to the professional support of Michael Stuber our 'Gender-Diversity-Day' was a great success.

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