Our workshops fundamentally strengthen the ability to think and act in an equality-oriented way and promote a corporate, organizational or team culture that is characterized by equal opportunities.
MOVES workshops are characterized by a balance of content-related knowledge and concrete practical application and implementation possibilities. These are developed in close consultation with the client, so that the best possible fit to the specific circumstances can be guaranteed.
Aiming at Equality
You don’t want to leave potential unused? Where are the women at a certain hierarchical level? There are numerous reasons to address the integration of gender and diversity at all levels of the organization – be it in projects, fields of activity or processes. We support you in meeting formal criteria in order to make a concrete contribution to equal opportunities and equality and at the same time to increase the innovation potential, efficiency and quality of your activity or activities through inclusive approaches. We reflect with you on everyday theories and existing experiences as well as current scientific approaches and definitions. Based on this, we jointly identify individual and organizational points of contact as well as future objectives and related fields of action.
Developing a Mentoring Programe
Mentoring is a tried and tested instrument for promoting the careers of employees. In a trusting relationship between an experienced mentor and a less experienced mentee, emphasis is placed on their advancement and career development. A number of different types of mentoring have become established, all of which address different facets – be it cross mentoring, peer mentoring, group mentoring or reverse mentoring, in which the roles are reversed, for example when young graduates teach their colleagues about the latest technological trends. In parallel to the content level, the mentoring program needs a clear structural anchoring, which ranges from financial and time resources, agreements between mentor and mentee on duration and frequency to visibility in the company.
Gender Bias in Recruiting
Gender discrimination in the form of gender bias is often unconscious and subtle. There are not many people who freely face these unintentional assessments of potential candidates. It is not only gender, it´s also the name that influences, the photo that suggests a certain religion or the age that includes or excludes. We are exposed to a flood of impressions that influence our decisions. Different forms of bias do their part, just think of the similarity effect, because we feel more comfortable when we are surrounded by people who are similar to us. Or take the conformity bias, which comes from the opinion of the dominant or relevant group. With the aim of attracting new talent, reflection in relation to one’s own actions is at the forefront of this workshop.
There has been a wave or two. You remember writing out both genders, separating the masculine and feminine endings with a slash, even the “Binnen” I? Wasn’t that already enough? And yet now it goes even further: underscore_, colon: or gender star*. Yes, the big question remains: What’s the point of it all? Is it necessary? How is it supposed to work? We start here with our workshop, explain the why and offer you an application-oriented overview of the current state of research on gender-inclusive language, which is the linguistic equivalent of an evolving theory. We discuss with you the possibilities of inclusive language in speech and writing and its concrete application. The implementation will be deepened with practical everyday exercises.