We regularly arrange lectures for small and large organisations in the business community and the public sector. Our standard range of lectures and how we structure them can be adapted based on the needs of the participants and your specific purpose and goals.
The fundamentals of diversity & inclusion: We take a detailed look at these two terms to provide a more nuanced understanding of them, and to help you better understand how you can work with these issues successfully in your organisation. We discuss the difference between diversity and inclusion, and we illustrate the importance of working with both of these terms.
Diversity & inclusion in depth: We look at concrete business cases to illustrate what D&I measures can look like in an organisation. We create understanding of the value that such measures can generate, both from a social perspective and in terms of business value. We also discuss the types of obstacles that often prevent us and our organisation from turning words into deeds, and we look at what we can do to take the first steps towards working more strategically with these issues.
Inclusive recruitment: At present, many organisations are facing tough competition for the talents that are available in the market, and it’s important for organisations to have the right competence and awareness if they are to succeed in finding, attracting and developing talents. We take a look at the most common pitfalls (e.g. unconscious bias) that can lead to exclusion in the recruitment process, and we introduce solutions for how to avoid these pitfalls.
Mental mechanisms and unconscious bias: We provide you with knowledge about your mental mechanisms in human interactions, so that you can put your finger on what is happening to you, which unconscious biases you have and how you can take responsibility for your mental ”hook-ups”. These insights provide you with the key to examining your most primitive instincts, going against them and becoming more understanding and inclusive, both as a person and in your professional role.
Innovation through diversity: We take a closer look at the connection between diversity, inclusion and creativity, and what is required of us as team members to produce positive outcomes instead of friction and disagreement. We also go through the principles that everyone should be aware of, and we look at concrete cases.
Cultural understanding: We take a look at the concept of culture, why we need it and why we create it as soon as we interact in different contexts, regardless of whether it is at a workplace or in a country with a historical heritage. We delve into issues concerning organisational culture across cultural boundaries, in order to understand and become better at including and increasing our tolerance of people from other cultures.
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!
Stockholm
Malmö
Do you have a question, or would you like more information? Please feel free to contact us via the form below, or else contact a member of our team.