People already know enough about bias. What they need is the language and the practice for what to do with it on Monday morning.
Seven trainings for leaders, teams and HR that don't stop at insight. Every session is tied to real situations from your context. No generic theory, no role-play for the sake of role-play. Practice with the work that's on your desk tomorrow.
I start with a diagnosis: where does your organization actually stand, and what's the next step from there? Running a level-four training at a level-one team is where things fall apart.
A training works only if the organization is already moving. Otherwise you spend a day "doing something" about inclusion without the system moving along. People leave inspired, and the Monday after, nothing changes.
A training is the end of a diagnosis. Not the start of a hope.
Each training is a half or full day, up to 15 participants, and ends in what you'll do differently back at the office — not with how it felt in the room.
Six fixed modules plus one fully custom, each tailored to your culture, language and real cases.
You know bias exists. You've been in trainings about it. And still, you walk out of an interview where everyone "clicked" and you're not sure that was the right reason to choose. That's what we work with. Not theory on what bias is. But the moments where you realize you missed something. Concrete tools (ANNA, Flip-it-to-test-it, accountability buddies) and practice on real decisions you already made this month.
Request a quote→The way you led in 2019 doesn't work anymore. Nobody says it out loud, but you feel it. Someone speaks up less in meetings. Someone leaves without a clear reason. Someone shuts down after feedback you used to be able to give. Here we practice the skills that keep people talking. Deep listening before you reply. Explaining your decisions in a way that lands — even with people who didn't like them. Theorie, ja. But backed by research and tested in Tuesday meetings. Plus language for what you already do, and what you don't dare to yet.
Request a quote→Someone makes a comment in a meeting. No one responds. You know something should have been said, but you didn't know what. And the silence afterwards says more than the comment itself. That's what we work with. No "safe space" as a euphemism for avoiding hard conversations. Wel respectvolle ruimte where the uncomfortable truth can be put on the table. Practice, not theory. People leave with sentences they'll actually dare to use the week after.
Request a quote→Psychological safety too often depends on one good leader. As long as that leader's in the room, the team talks. The moment they leave, it goes silent. That's luck, not system. What we build are the habits that let teams correct each other honestly. On Friday afternoon too. Under deadline too. Even when it rubs on difference, feedback and friction.
Request a quote→Your dashboard shows diverse intake. The same dashboard shows that mobility isn't diverse anymore. Something disappears between hiring and promotion, and no one can quite say what. Here we look at where. Concrete work on documents en processen: vacatureteksten, selectiepanels, performance-criteria, promotie-besluiten. What does your HR cycle reveal about who actually grows here, and who quietly drops off?
Request a quote→A comment, a joke, a question that wasn't meant that way. And still, it sticks with the person who got it. Microaggressions don't work through a single incident but through what's never named. Here we look at what they are, how they stack up, and what you do when you're standing next to it. No blame ledger — language and practice for what you already saw happen this week. People leave with sentences they'll dare use next week — even to someone who didn't mean it that way.
Request a quote→Sometimes none of the six modules fit what you actually need. A specific case, a sector that works differently, an audience you won't find in a standard package. Then we build a training around your context. The starting point is always the same: a conversation, a diagnosis, and only then a design. No catalog we open — work that fits you.
Discuss your question→One training isn't a solution. Every session connects to a larger whole. What comes before, what comes after, how you anchor it. Otherwise it's entertainment.
Insight without practice evaporates on the terrace after the training. Here people get language for what they already feel, and real sentences for what they'll say on Monday morning. No extra theory. Work that still holds the week after.
No "safe space" as a euphemism for avoiding hard conversations. Respectful space where the uncomfortable truth can be put on the table.
"Participants rated it 4 out of 5" says nothing about whether anything changed. What we do measure: which conversations shift, which decisions run differently, who stays now who would have left. Demonstrable change within three months, or we talk.
Also available as a webinar for larger groups, on request.
Thirty minutes. An honest check on which training you actually need — or which program sits behind it. No pitch.
