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.

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.

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.

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.

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.

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.

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!

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.

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