00ProgramsThree doors in

Culture that holds.
Three doors in, one method.

No loose modules. No day rates. Three strategic programs, each with its own scope, goal, and outcome. For executives and HR who want to move past awareness — and are willing to go through friction.

Do you recognise this? Policy that looks neat on paper and doesn't land on the floor, HR teams reporting diversity numbers while quietly knowing inclusion is faltering, stories you hear but can't quite place.

Then you're in the right place. The only question left: where do you start?

01Drie pakkettenEén werkwijze

One method. Three doors in.

Three programs within my method, Inclusion That Works™. Most organisations start with program 01, because an honest diagnosis comes before any decision about what's needed next.

01. Inclusion Scan
Since 2015 · corporates, SMBs, public sector, education, healthcare, social profit

Where does your culture actually stand?

In an advisory role. Four weeks of work in three phases: prepare, listen, and read what the numbers and the stories say together.
Duration4 weeks
FormatLive + remote
LanguagesNL or EN
AvailabilityMax 2 per month
For HR leadership or CEOs who sense something is grating but can't quite name where. The numbers look fine. But you hear stories. What you need isn't another outsider opinion. It's an honest diagnosis before you decide how to move forward.
A mixed-methods report: numbers and the stories behind them. Clarity on where it grates, and why. Three follow-up options matched to where you actually stand.
Schedule an exploratory call→
Not sure yet? Start free with the 3-minute Inclusion Check →

What's included

01
Inclusion Scan™
Anonymous online survey on work culture, leadership, processes, and communication.
02
In-depth interviews
Ten interviews or two listening sessions, selected by role, department, and diversity.
03
Document audit
Observation in executive and team meetings, analysis of internal data.
04
Mixed-methods
Numbers paired with the stories that explain them.
05
Reading report + readout
±15 pages plus a 90-minute readout with the executive team, ending with three concrete follow-up options tailored to your context.
No "inclusion score of 7.4 out of 10" for the press release. That's a marketing number, not a diagnosis. What you get is an honest read on what's happening beneath the surface — and the three things you need to address first.
02. Leadership Marathon
For leadership teams ready to go through friction

One shared standard. For your whole team.

In a sparring partner role. Eight weeks, three working sessions (2.5 days of contact time), one workbook per leader. Not a sprint. A marathon on inclusive leadership.
Duration8 weeks
Group6–15 leaders
LanguagesNL or EN
Next startQ3 2026
For leadership teams who notice their way of leading no longer fits. Each leader has their own language for inclusion, feedback, and resistance. The people below them feel it.
One shared language for inclusive leadership. One standard for how you respond when something grates. Plus practice moments before those situations actually arrive.
Schedule an exploratory call→

What's included

01
1-on-1 intake
Per leader. To sharpen each one's own reflexes before we move to the shared standard.
02
Three working sessions
2.5 days working on the standard: context, own practice, rehearsing situations that are still coming.
03
Workbook + peer
Per leader for reflection. Plus peer-to-peer moments where leaders do the work with each other.
04
One shared standard
On one page, internally owned. Plus a personal action plan per leader so it sticks.
Not another leadership training where everyone keeps doing the same thing afterward. The work already inside your team finally gets a name.
03. Workable Culture
For executive teams building beyond isolated projects

A culture that holds after I leave.

Fractional culture partner. On invitation, after a strategic conversation with the executive team.
ProgramFractional partnership
Duration6 or 12 months
AvailabilityheidMax 4 per year
For executive teams ready to build beyond isolated projects. A culture where inclusion sits in every layer: how you recruit, how leaders decide, how teams support each other. Scope is custom.
A culture that is workable. Also after the program ends. Leaders with their own language. Policy that matches practice. A measure for what's changing.
Schedule a strategic call→
In 2026 I take on a maximum of four fractional programs.

Why this works

Diagnosis before action. The program starts with the Inclusion Scan™ and qualitative interviews. So we work from what I actually hear and see at your organisation, not from assumptions.

All layers at once. Executive, leaders, and teams move together. What you promise in employer branding has to match what a new hire experiences in week one — and what you hear in an exit interview. When one layer stops, the rest slides back to old patterns.

Progress you can show. The Inclusion Maturity Model and Return on Inclusion numbers make concrete what otherwise stays subjective — information that holds up in a boardroom or for a governing board.

A fractional culture partner, not a consultant with a framework. Expect me to push back when you ask for something I know won't work.
04Which program fits

Three questions. One answer.

Not sure where to start? Click through and I'll tell you which program fits where you are now.

Question 1 of 3

What grates most in your organisation?

Question 2 of 3

Who is on board internally?

Question 3 of 3

What time investment do you see?

Based on your answers

See this program→ Schedule call↗
06Fit checkHonest upfront

When this works. And when it doesn't.

My work does what's needed, not what feels nice. So I don't work with every organisation, or every request. Better honest upfront than stuck halfway.

Yes, if you

want to move past awareness.

  • have executive and HR both on board
  • are willing to go through friction
  • see inclusion as a choice, not a communications campaign
  • have time for culture, not just for projects
  • want leaders to take ownership, not outsource it
Not if you

are looking for something to tick off.

  • want a one-off inspirational session
  • see inclusion as a marketing project for your brand
  • have no executive making time for it
  • prefer a report over visible behaviour
  • want someone who nods along to whatever you ask

Not sure yet? Plan een verkennend gesprek. Daar zeg ik je eerlijk of het matcht.

08FAQFrequently asked

The full question set, everything I often get asked

Your questions

Ready for the first conversation?

Thirty minutes. No pitch. An honest check whether we're a fit — and if so, where you actually stand.

Schedule an exploratory call→