Mitt Liv Consulting Services

Courses & Workshops

Our courses, training programs and workshops are designed to provide in-depth knowledge and tools for different parts of your organisation in relation to diversity and inclusion.

Inclusive leadership

Leadership and organisational culture are closely related, and an inclusive style of leadership is an important piece of the puzzle when working with diversity and inclusion. We offer three different types of courses in inclusive leadership:

1. Introduction to inclusive leadership

We look at the connection between inclusive leadership and organisational culture, and the role this plays in relation to an organisation’s D&I work. We also take a closer look at the types of everyday behaviour that make you a more inclusive leader.

Scope: 1 module x 3 hours.


2. Consultant-led course in inclusive leadership

A more comprehensive training program in which we develop the competence of managers and other leaders in your organisation with regard to diversity, create awareness and self-insight, and provide the tools needed to implement an inclusive style of leadership in practice. This program provides managers and other leaders with a forum where they can discuss challenges with each other, and it is designed to help them critically reflect on mindset and habitual patterns of behaviour as well as the opportunities associated with inclusive leadership and actively working with D&I.

Scope: The standard format for this training program is 3 modules x 4 hours, spread over a period of around 3 months. However, the structure of the program can be adapted to suit your organisation’s specific needs, with scope for up to 25 participants per session.


3. Self-directed course in inclusive leadership

In our self-directed course you are provided with access to content and instructions that help you arrange a training program on your own.

Scope: 3 modules that take about 8 hours in total (self-learning - 2 hours, group work - 4 hours, and action plan - 2 hours).

Self-directed course in inclusive employeeship

Your organisation is provided with access to instructions and training materials that enable you to run this course on your own for selected groups of employees.

During four sessions you take a more in-depth look at:

  • The fundamentals of diversity and inclusion
  • Why diversity and inclusion are important
  • Norms and how they can include or exclude people
  • How prejudices and preconceptions affect us at the workplace

Scope: 4 modules x 1 hour

Inclusive recruitment

An inclusive recruitment process (also referred to as bias-free recruitment) is one of the more important pieces of the puzzle when it comes to an organisation’s work with diversity and inclusion, as it is at the recruitment stage that we have a genuine opportunity to impact the level of diversity in our workforce, and to create the right conditions for finding, attracting and developing our talents. We offer two different types of courses in this area:

1. Introduction to inclusive recruitment

We take a look at the pitfalls that lead to exclusion in the recruitment process, and we examine solutions for avoiding such pitfalls. In addition, you have the possibility of selecting one area for more in-depth study – e.g. needs analysis, advertising vacant positions or job interviews – and we adapt the content to suit your specific recruitment process.

Scope: 1 module x 2-3 hours.


2. Consultant-led course in inclusive recruitment

A more comprehensive training program in which we take a closer look at the concept of inclusive recruitment, why it is important, and how it is possible to reduce exclusionary elements in all parts of the recruitment process (needs analysis, advertising, selection, interview and final decision).

Scope: The standard format for this training program is 3 modules x 3 hours, spread over a period of around 3 months. We tailor and adapt the program content based on your current recruitment process.

Strategy for management teams

A tailored workshop in which your management team works on your organisation’s D&I (diversity and inclusion) strategy. One week prior to the workshop, the participants receive materials for a "pre-read" (30 minutes of preparation with videos and reading material), and we start the actual workshop with a discussion about what D&I means for your particular organisation. We then look at what it takes to create genuine engagement in these issues within an organisation, after which we develop a strategic plan for how to do this in your organisation.

Scope: 1 module x 1.5-2 hours.

Course for board of directors

A tailored workshop in which the board members focus on answering two key questions:

  1. In what ways are social sustainability and D&I business-critical issues for your organisation?
  2. Which aspects of this work, and which responsibilities, should rest with the board of directors?

The structure of the workshop is adapted to take into account any requirements and frameworks that are relevant to your business with regard to measurement, communication and reporting of social sustainability.

Scope: 1 module x 1.5-2 hours.

The Swedish Discrimination Act and active measures

During this course we provide participants with in-depth knowledge and understanding of the 7 grounds of discrimination, including the importance of identifying norms and attitudes at the workplace that could lead to discrimination. We also work with practical exercises that focus on how we can deal with different dilemmas and situations in our professional role.

Scope: 1 module x 3 hours.


What do you mean when you talk about “diversity”?

Diversity is a term that refers to the amount of significant differences and non-normative perspectives that exist in a group or organisation. One possible approach is to base an assessment of diversity on the seven grounds of discrimination (gender, transgender identity or expression, ethnicity, religion or other belief, disability, sexual orientation and age) as well as other factors such as experience, educational background and language skills, although diversity is really much more than this – in principle, diversity relates to everything that constitutes a significant difference and makes a person unique in relation to his or her surroundings.

What do you mean when you talk about “inclusion”?

Inclusion is a term that refers to the active actions that individuals encounter at their workplace every day – behaviours, personal treatment, group norms, leadership styles and structures – which determine the extent to which individuals can be themselves while also feeling that they belong to the team or group. At an inclusive workplace, individuals are treated as part of the fellowship of the group while also being valued for their uniqueness.

What is the difference between diversity and inclusion?

We usually say that diversity has to do with the strategic work undertaken by an organisation to ensure that there is a mix of significant differences – and thus different perspectives – represented in the organisation. Inclusion relates to the behaviour we practice each day at our workplace, and how we interact with each other. Research shows that the existence of both diversity and inclusion in an organisation can contribute to a greater level of innovation, creativity and well-being, which in turn contributes to higher profitability and greater business value.

Does Mitt Liv work with different types of diversity, for example gender equality?

We work with aspects of all 7 grounds of discrimination, and gender equality is one of these aspects. We have a broad and holistic view of the term diversity, which means that we work with diversity from a broad perspective (please take a look at how we define diversity in the question above). Naturally we provide support to your organisation based on the aspects we identify together as areas where there is a need for more focus.

Do we have to be a Mitt Liv partner to be able to use your services?

No, you don’t. However, we recommend a partnership as the optimal form of collaboration when the services stretch over an extended period (12 months or more), as a partnership provides a structure that enables us to ensure a proactive and long-term work process. But if a partnership doesn’t feel like the right form of collaboration for your activity then of course you are welcome to use our services without actually becoming a Mitt Liv partner.

Are your methods scientifically based?

Yes, to the extent that research exists within a certain area or subject, we use and refer to such research in our activities, and we constantly keep up to date on the latest developments. Our courses refer to credible studies and meta-analyses in many respects. Mitt Liv also has an active and close collaboration with researchers throughout Sweden, and this has aided us in many respects, including during the development of our impact measurement tools and the content of our mentoring program, as well as in various consulting projects.

Do you offer courses and lectures digitally?

Yes, of course! Mitt Liv has worked on providing a number of our services digitally since 2007. This experience and knowledge means that our current digital solutions are flexible, user-friendly and interactive. Please feel free to contact us – our staff will be delighted to tell you more!

In which languages can you provide your services?

Our consulting services and our mentoring program are available in Swedish and English. We can also offer translations to other languages for a number of our tools, such as our self-directed courses and our D&I game.

Can we purchase individual lectures?

Yes, you can. Please feel free to contact us – our staff will be delighted to tell you more!


Do you have questions, or would you like more information? Please feel free to contact us!

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