EnRival Rekrytering - Rusta och Matcha - Ystad - Ystad

Aman M.

So, this is a coaching and mentoring consultancy to Swedish Employment Government Agency, and I was enrolled here as a participant from August 2024 to February 2025. I observed a certain lack of respect on the part of the coach whom I had to deal with. Here below is a suggestion of how EnRival can improve on cultivating an all-inclusive climate in their approach:

Strategy: Implement a comprehensive DEI initiative based on the four pillars:

1. Education (Utbildning):
* Offer Specialized Workshops & Training for coaches:
* Develop workshops on unconscious bias, cultural competency, and inclusive communication tailored to the Swedish business context.
* Provide training on Swedish legal frameworks regarding discrimination and equality.
* Offer "Train-the-Trainer" programs to empower internal champions within client organizations.
* Create Accessible Resources:
* Develop a library of online resources (articles, videos, podcasts) in both Swedish and English, focusing on DEI best practices.
* Curate relevant research and data on diversity in the Swedish workforce.
* Translate relevant international DEI material into Swedish.
* Focus on Leadership Development:
* Integrate DEI principles into all leadership coaching programs, emphasizing how inclusive leadership drives performance.
* Provide coaching on how to build and manage diverse teams effectively.

2. Empathy (Empati):
* Facilitate Dialogue & Storytelling:
* Organize facilitated discussions and workshops where participants can share their experiences and perspectives in a safe and respectful environment.
* Use storytelling and case studies to illustrate the impact of exclusion and the benefits of inclusion.
* Create peer support groups for individuals from underrepresented groups.
* Promote Active Listening:
* Train coaches and clients in active listening techniques, emphasizing the importance of understanding different viewpoints.
* Encourage the use of feedback mechanisms to gather diverse perspectives and identify areas for improvement.
* Facilitate workshops for coaches that teach how to have difficult conversations respectfully.
* Cultural Sensitivity:
* Ensure that all coaching and training materials are culturally sensitive and reflect the diversity of the Swedish population, including consideration of regional differences, and the increasing international population.
3. Engagement (Engagemang):
* Partner with Diverse Organizations:
* Collaborate with organizations representing underrepresented groups (e.g., LGBTQ+ organizations, immigrant support groups, disability advocacy groups) to gain insights and build trust.
* Engage with universities and research institutions to stay up-to-date on DEI trends and best practices.
* Create Inclusive Events & Initiatives:
* Host events and webinars that celebrate diversity and promote inclusion.
* Develop mentorship programs that connect individuals from underrepresented groups with experienced professionals.
* Create online forums for continued discussion.
* Promote Internal DEI Champions:
* Identify and empower internal DEI champions within client organizations to drive initiatives and foster a culture of inclusion.
4. Accountability (Ansvarsskyldighet):
* Establish Clear Metrics & Goals:
* Work with client organizations to set measurable DEI goals and track progress over time.
* Develop key performance indicators (KPIs) related to diversity representation, employee satisfaction, and inclusion.
* Conduct Regular Assessments & Audits:
* Conduct DEI audits and assessments to identify areas for improvement.
* Provide feedback and recommendations to client organizations based on assessment results.
* Implement Feedback Mechanisms:
* Establish confidential feedback mechanisms to gather diverse perspectives and identify areas for improvement.
* Facilitate workshops that teach how to have difficult conversations respectfully.
* Cultural Sensitivity:
* Ensure that all coaching and training materials are culturally sensitive.