Diversity is always present – be it in terms of gender and sexual orientation, ethnic or social origin, or disabilities and chronic diseases. There is even more diversity in organizations, for example in terms of department membership, status groups and seniority. A diversity strategy helps, firstly, to deal consciously and constructively with differences between employees, secondly, to strategically plan diversity in terms of organisational goals, and thirdly, to initiate reflection processes in order to free organisational and leadership actions from prejudices. Because prejudices and stereotypes lead us to act irrationally.  I support you in shaping a diversity-friendly organizational culture in order to positively influence the organizational climate for all employees. In doing so, I take into account scientific findings from diversity and gender research as well as from social and organizational psychology. Of course, a diversity-friendly organizational culture is not everything. But if it is missing, everything is nothing.

I support you in the area of diversity and gender

• in the development of a diversity strategy
• in the design of qualification-oriented personnel procedures
• in the design of inclusive, diversity-oriented processes and structures
• through workshops to promote knowledge on diversity issues and strengthen diversity competence
• in supporting diverse and transcultural teams
• on the question of how gender- and diversity-sensitive leadership works
• and also in how leadership positions can be filled in a diversity-appropriate way