Organizational
development

We support companies in change processes towards greater diversity in management — individually, systematically and in a resource-oriented manner.

All topics

Women are underrepresented at all levels of politics. The underrepresentation in local politics is particularly strong. The proportion of women here is only 27 percent on average. Only around 10 percent of cities are currently led by a female mayor. Municipal representatives also remain somewhat diverse in terms of family constellations, age, social background, migration experiences or visible disability.

Frau präsentiert eine Idee mit einem Blatt Papier vor einer Gruppe von Kollegen in einem modernen Büro.

Diversity & Inclusion

The topic of diversity and inclusion is very big and complex. Many companies and organizations ask themselves where to start and what specific goals they should set themselves. It is important to understand diversity as a process that must be lived internally. However, this also requires a certain commitment and a framework that contains concrete goals and KPIs that are both ambitious and realistic. These goals must be communicated, regularly reviewed and, if necessary, adjusted. This provides the necessary security to champion the issue internally and to embrace diversity.

Diversity as a strategic issue

EAF Berlin advises companies and organizations on this path. As a first step, it is important to see diversity as a strategic issue and to recruit drivers on the board and among managers. To this end, EAF Berlin is developing the respective business case, offering benchmarking and best practices. At the same time, the diversity strategy must not only be prescribed top-down, but must develop from the specific needs of the respective organization and employees.

Gezeichneter Glühbirnenumriss mit Kern aus zerknülltem gelbem Papier auf weißem Hintergrund.

Frau erklärt an einem Flipchart mit den Worten Diversity, Equity, Inclusion und Belonging während eines Meetings.

participatory approach

EAF Berlin's approach is therefore always participatory. Through both qualitative and quantitative methods such as expert interviews, focus group workshops and employee surveys, the status quo, needs and fields of action for greater diversity can be identified. EAF Berlin analyses this data and, in cooperation with management, develops the appropriate diversity strategy including suitable measures for the next few years. Milestones, responsibilities and resources are set out in a roadmap.

Porträt einer lächelnden Frau mit kurzen blonden Haaren und Brille, die einen hellgrauen Blazer trägt.

Our offers are on the way to greater diversity for all organizations and companies. EAF Berlin supports both organizations that are still at the very beginning as well as advanced players on specific topics.

_{Tina Weber}_{(Director and member of the management board of EAF Berlin)}

Every organization is different

There is no “off the shelf” consultation process. For this reason, all offers offered by EAF Berlin are tailor-made and range from an individual strategy workshop to a multi-year project. Our customers benefit from EAF Berlin's broad portfolio:

Non-binding initial consultation and, if required, individual offer
Expert interview
Focus group workshop
survey
Strategy workshop
Development of strategies and guidelines
Moderation of internal groups
Sparring partnership
Technical Workshops: Diversity Governance, Employee Resource Groups, Flexible Work and Compatibility, Inclusive Leadership, Diversity-Sensitive Language, Recruiting, Sexism, Anti-Racism

See our full range