Who you are matters!

We are an international team of practiced experts
specializing in diversity management, social justice, and inclusion.
We offer comprehensive services regarding planning, implementing, and monitoring
the effects of state of-the art diversity and equity solutions for your organization.

Dominika Sadowska

Specializations:

D&I strategies and action plans; Antidiscrimination and anti-mobbing policies and law; Mediations.

Working languages:

Polish, English, Spanish

Ewa Leśnowolska

Specializations:

Diversity management; Sustainable development; Employee and corporate volunteering.

Working languages:

Polish, English

Kinga Wysieńska-Di Carlo

Specializations:

Diversity and inclusion measurement; Group processes.

Working languages:

Polish, English

Agnieszka Sikorska

Specializations:

Service design; Design thinking; Participatory design

Working languages:

Polish, English

Natalia Olszewska

Specializations:

Neuroscience-informed design; Inclusive design.

Working languages:

Polish, English, Italian

Mirella Panek-Owsiańska

Specializations:

Diversity management; Public relations and communication; CSR.

Working languages:

Polish, English

Beata Faracik

Specializations:

CSR; Business and Human Rights; non-financial business reporting

Working languages:

Polish, English, German

Kinga Białek

Specializations:

Cross-cultural psychology and cross-cultural communication.

Working languages:

Polish, English

> 0 000
people trained

We adjust to our clients’ needs and capacities.

> 0
published articles
and papers

Scientific knowledge, experience, practical approach.

We have the knowledge, skills, and experience to identify the best solutions.

> 0 000
hours spent conducting trainings and workshops

We are the only D&I organization in Poland with such vast experience.

> 0
organizational employee relations policies designed

Ewa Leśnowolska

There is fairly wide agreement on what constitutes a positive working environment – a place free from stereotypes and prejudice. The questions that follow, then, are:
1. “What can I do to contribute to establishing such environment?”
2. “Do I have the ability to make this contribution?”
3. “Do I understand what it means for others?”
Organizations often require systemic changes. Those that do, however, also require changes in individuals’ attitudes.

Natalia Olszewska

Firms, organizations, and local governments alike should be investing in inclusive spatial designs to activate and improve the potential of users of work and city spaces.

Agnieszka Sikorska

Design thinking is a proven method of creating solutions that directly address the needs of diverse groups of users.

Dominika Sadowska

The culture of belonging is about the psychological safety of each person in that organization. Psychological safety is necessary for building good employee relations and contributes to effective organizational functioning.

Mirella Panek-Owsiańska

We need women’s energy, wisdom, and experience. The more women at the highest levels of management and politics, the more benefits firms and societies enjoy.

Ewa Leśnowolska

By talking openly about diversity and inclusivity, we open ourselves up to new ways of thinking about ourselves and the people around us. We can better understand relationships and how we can positively affect them.

Natalia Olszewska

The level of comfort of work or city architecture users is a function of how well these spaces address the diverse needs of those users.

Dominika Sadowska

The key tool for building inclusivity is language. Not just the language of official communications, however, but also the language used and tolerated in informal interactions. Microaggressions, microinequalities, and the use of demeaning labels are all clear signals that we have a lot of work ahead of us.

Ewa Leśnowolska

Diversity and its consequences are fascinating. The most creative and challenging ideas are often produced when persons with different experiences, cultures, generations, and needs interact.

Agnieszka Sikorska

Design thinking is a tool that allows for effective designs that are in sync with the Human Centered Design mindset. And individual persons are always at the center of our designs.

Natalia Olszewska

Each architectural decision may create or eliminate barriers to social participation.

Dominika Sadowska

It is not true that remote work arrangements eliminate negative behaviors such as mobbing or sexual harassment. These behaviors simply take new forms. Do your organizational procedures prevent these forms of negative behavior?

Questions?