My approach is intersectional. It means that I recognize the diversity and complexity of identities within each individual and between social groups. It requires that your organization is willing to combat stereotyping, prejudices, and (non)intentional discrimination mechanisms towards individuals and social groups. Instead on focusing on discomfort, I encourage cultural humility and mutual understanding, and celebrate diversity as a real enrichment of the workplace.

Pillars of change

My D&I journey focuses on 4 pillars of organizational change:

  • Mindset change

I focus on shifting mindsets by embedding D&I as a core value in your organizational strategy. I propose a clear vision and mission, which involve your organization at every level, and especially the management level.

  • Acting

I focus on driving change through the creation and adaptation of policies and procedures, including the creation of safe spaces, anti-discrimination mechanisms, guidelines for inclusive language and communication.

  • Learning

I focus on behavior change through a customized learning journey, comprising deconstructing stereotypes and biases, addressing power dynamics, adopting an inclusive language and an allyship attitude.

  • Measuring

I focus on evaluating and measuring D&I progress through setting up goals and indicators, setting up quick-scans (HR analytics, employees survey), benchmarking analysis, and accountability mechanisms.