And an intersectional feminist, equity advocate, kick-ass professional & overall person with an opinion.
IGNITE
a Present Company Included program
Diversity & inclusion are the responsibility of the entire organization not just the DEI team
The IGNITE program is a dynamic and innovative 6-month DEI coaching program designed to empower organizations to drive meaningful change and progress in their diversity, equity, and inclusion initiatives.
Diversity, equity and inclusion by design, not by default
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In the not-too-distant past, corporate diversity efforts fell under the corporate social responsibility banner and often amounted to not much more than a footnote in the annual report.
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Now that the demand for change toward a more equitable society has grown so powerful, it’s fueling an ESG investment boom and diversity, equality and inclusion (DEI) is expected to be fundamental to any self-respecting, future-facing business.
Yet, too often, promoting DEI is still seen primarily as the responsibility of a chief diversity officer or relegated to the human resources department.
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The IGNITE program is tailored to meet the unique needs and challenges of each leaders' organization, providing them with the tools, strategies, and support necessary to create a more inclusive and equitable work environment.
- IGNITE -
Because DEI concerns us al.
Program
outline
The IGNITE program combines coaching, training, and accountability to create a comprehensive and transformative experience for organizations. By focusing on leadership development, employee engagement, policy refinement, and skill-building, this program equips organizations with the knowledge and tools to drive sustainable change and create inclusive cultures where all employees can thrive.
Note: This program outline is a general framework, and customization would be required to meet the specific needs and context of each organization.
Month 1 / Kick-off
Program orientation: Introduce participants to the program's objectives, structure, and expectations.
DEI assessment: Conduct an in-depth assessment of the organization's current state of DEI, identifying strengths, weaknesses, and areas for improvement.
Goal setting: Collaboratively define specific and measurable DEI goals for the organization to achieve during the program.
Month 2-3 / Leadership Development
Executive coaching: One-on-one coaching sessions to enhance your understanding of DEI principles, develop inclusive leadership skills, and support your role as change agents.
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Leadership workshops: Interactive workshops focusing on topics such as unconscious bias, allyship, fostering inclusive cultures, and driving systemic change.
Month 3-4 / Employee engagement
DEI workshops: Engaging and interactive workshops for employees at all levels, aimed at increasing awareness, building cultural competency, and promoting inclusive behaviors.
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Employee resource groups: Establish or revitalize employee resource groups (ERGs) to create spaces for underrepresented employees to connect, share experiences, and contribute to DEI initiatives.
Month 4-5 / Policy & Process Review
Policy audit: A comprehensive review of existing policies and practices to identify and address potential biases and barriers to equity.
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Policy refinement: Collaboration with key stakeholders to revise policies and procedures to align with best practices and promote inclusivity.
Month 5-6 / Skills & Accountability
Skill-building sessions: Targeted training sessions to develop specific skills necessary for advancing DEI, such as inclusive recruitment and interviewing, effective communication across cultures, and mitigating bias in decision-making.
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Action planning: Supporting participants in developing action plans that outline key initiatives, responsible parties, timelines, and success metrics for ongoing DEI progress.
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Accountability check-ins: Regular check-ins to assess progress, address challenges, and provide ongoing support and guidance.
Month 6 / Evaluation & Sustainability
Program evaluation: Assessing the impact of the program through qualitative and quantitative measures, gathering feedback from participants and key stakeholders.
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Sustainability roadmap: A sustainability roadmap that outlines the steps and strategies for the organization to maintain and further advance their DEI efforts beyond the program's completion.
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Celebrate achievements: Recognize and celebrate the organization's achievements in DEI, both internally and externally, to foster continued engagement and commitment.
Joining the Program & Investment
The IGNITE program starts in the spring of 2024.
The investment of the entire program is €8.350 ex BTW.
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To ensure that your organization can grow and learn, we work with a selection procedure. It is essential that we guarantee quality and ensure that we provide you with the opportunity to achieve your goals. ​
The selection procedure starts with a Discovery Call with the Present Company Included Team. During the conversation it will become clear whether IGNITE is suitable for your organization. Among other things, we look at your ambition, experience and motivation.
After you have had a Discovery Call, you can register by completing a questionnaire supplied by us, where we ask you to write a motivation. When we have received your registration and payment, you are part of IGNITE. ​
So schedule a Discovery Call to find out if the Accelerator is right for you.