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.
D&I strategies and action plans; Antidiscrimination and anti-mobbing policies and law; Mediations.
Polish, English, Spanish
Diversity management; Sustainable development; Employee and corporate volunteering.
Diversity and inclusion measurement; Group processes.
Service design; Design thinking; Participatory design
Neuroscience-informed design; Inclusive design.
Polish, English, Italian
Diversity management; Public relations and communication; CSR.
CSR; Business and Human Rights; non-financial business reporting
Polish, English, German
Cross-cultural psychology and cross-cultural communication.
intercultural competence; communication and solving intercultural conflicts
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.
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.
Design thinking is a proven method of creating solutions that directly address the needs of diverse groups of users.
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.
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.
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.
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.
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.
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.
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.
Each architectural decision may create or eliminate barriers to social participation.
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?