In the first webinar at the start of the training, you can expect the following main topics:

• Exchange: Personal perception of diversity management in public discourse
• The triad: diversity strategy, diversity management, diversity mindset
• Reflection based on the "Diversity management with impact" model
• When is diversity management successful? Igniting momentum
• Overview of the course structure & outlook on the first self-study phase

In the first webinar at the start of the training, you can expect the following main topics:

• Exchange: Personal perception of diversity management in public discourse
• The triad: diversity strategy, diversity management, diversity mindset
• Reflection based on the "Diversity management with impact" model
• When is diversity management successful? Igniting momentum
• Overview of the course structure & outlook on the first self-study phase

In the first webinar at the start of the training, you can expect the following main topics:

• Exchange: Personal perception of diversity management in public discourse
• The triad: diversity strategy, diversity management, diversity mindset
• Reflection based on the "Diversity management with impact" model
• When is diversity management successful? Igniting momentum
• Overview of the course structure & outlook on the first self-study phase

In the first webinar at the start of the training, you can expect the following main topics:

• Exchange: Personal perception of diversity management in public discourse
• The triad: diversity strategy, diversity management, diversity mindset
• Reflection based on the "Diversity management with impact" model
• When is diversity management successful? Igniting momentum
• Overview of the course structure & outlook on the first self-study phase

Diversity strategy: targeted.

In this self-learning phase, the focus is on the fact that the targeted promotion of diversity is the foundation of an impact-oriented approach, not only in the sense of, but as an integral part of the corporate strategy: effectiveness is the order of the day.

This self-learning phase uses interactive learning materials to teach the following key topics:

• Positioning of diversity management
• Corporate and diversity strategy
• The foundation of diversity management

Diversity strategy: targeted.

In this self-learning phase, the focus is on the fact that the targeted promotion of diversity is the foundation of an impact-oriented approach, not only in the sense of, but as an integral part of the corporate strategy: effectiveness is the order of the day.

This self-learning phase uses interactive learning materials to teach the following key topics:

• Positioning of diversity management
• Corporate and diversity strategy
• The foundation of diversity management

Diversity strategy: targeted.

In this self-learning phase, the focus is on the fact that the targeted promotion of diversity is the foundation of an impact-oriented approach, not only in the sense of, but as an integral part of the corporate strategy: effectiveness is the order of the day.

This self-learning phase uses interactive learning materials to teach the following key topics:

• Positioning of diversity management
• Corporate and diversity strategy
• The foundation of diversity management

Diversity strategy: targeted.

In this self-learning phase, the focus is on the fact that the targeted promotion of diversity is the foundation of an impact-oriented approach, not only in the sense of, but as an integral part of the corporate strategy: effectiveness is the order of the day.

This self-learning phase uses interactive learning materials to teach the following key topics:

• Positioning of diversity management
• Corporate and diversity strategy
• The foundation of diversity management

The second webinar of the training course will focus on the following topics:

• Review of the first self-learning phase: What questions remain unanswered? What has stuck?
• Positioning & acceptance of diversity management in my organization
• Diversity Manager - function and/or mission?
• My needs and resources in my role as Diversity Manager:in
• Outlook for the second and third self-learning phase

The second webinar of the training course will focus on the following topics:

• Review of the first self-learning phase: What questions remain unanswered? What has stuck?
• Positioning & acceptance of diversity management in my organization
• Diversity Manager - function and/or mission?
• My needs and resources in my role as Diversity Manager:in
• Outlook for the second and third self-learning phase

The second webinar of the training course will focus on the following topics:

• Review of the first self-learning phase: What questions remain unanswered? What has stuck?
• Positioning & acceptance of diversity management in my organization
• Diversity Manager - function and/or mission?
• My needs and resources in my role as Diversity Manager:in
• Outlook for the second and third self-learning phase

The second webinar of the training course will focus on the following topics:

• Review of the first self-learning phase: What questions remain unanswered? What has stuck?
• Positioning & acceptance of diversity management in my organization
• Diversity Manager - function and/or mission?
• My needs and resources in my role as Diversity Manager:in
• Outlook for the second and third self-learning phase

Diversity management: interwoven.

This self-learning phase is about casting the diversity strategy into functional diversity management. It is about the conscious and goal-oriented handling of diversity. However, this requires a corporate culture in which living and promoting diversity is already a matter of course. 

This self-learning phase uses interactive learning materials to teach the following key topics:

• Meaning and significance of "interwoven"
• Foundation of interwoven diversity management

Diversity management: interwoven.

This self-learning phase is about casting the diversity strategy into functional diversity management. It is about the conscious and goal-oriented handling of diversity. However, this requires a corporate culture in which living and promoting diversity is already a matter of course. 

This self-learning phase uses interactive learning materials to teach the following key topics:

• Meaning and significance of "interwoven"
• Foundation of interwoven diversity management

Diversity management: interwoven.

This self-learning phase is about casting the diversity strategy into functional diversity management. It is about the conscious and goal-oriented handling of diversity. However, this requires a corporate culture in which living and promoting diversity is already a matter of course. 

This self-learning phase uses interactive learning materials to teach the following key topics:

• Meaning and significance of "interwoven"
• Foundation of interwoven diversity management

Diversity management: interwoven.

This self-learning phase is about casting the diversity strategy into functional diversity management. It is about the conscious and goal-oriented handling of diversity. However, this requires a corporate culture in which living and promoting diversity is already a matter of course. 

This self-learning phase uses interactive learning materials to teach the following key topics:

• Meaning and significance of "interwoven"
• Foundation of interwoven diversity management

Diversity mindset: anchored

In this self-learning phase, you will explore the importance of the diversity mindset. We want to know that this is "anchored". Far from a more or less arbitrary series of measures, what is needed is the gradual establishment of a diversity mindset that is practiced in all areas of the company.

This self-learning phase uses interactive learning materials to teach the following key topics:

• Meaning and significance of "anchored" 
• Systemic diversity management 
• Classification of the diversity mindset

Diversity mindset: anchored

In this self-learning phase, you will explore the importance of the diversity mindset. We want to know that this is "anchored". Far from a more or less arbitrary series of measures, what is needed is the gradual establishment of a diversity mindset that is practiced in all areas of the company.

This self-learning phase uses interactive learning materials to teach the following key topics:

• Meaning and significance of "anchored" 
• Systemic diversity management 
• Classification of the diversity mindset

Diversity mindset: anchored

In this self-learning phase, you will explore the importance of the diversity mindset. We want to know that this is "anchored". Far from a more or less arbitrary series of measures, what is needed is the gradual establishment of a diversity mindset that is practiced in all areas of the company.

This self-learning phase uses interactive learning materials to teach the following key topics:

• Meaning and significance of "anchored" 
• Systemic diversity management 
• Classification of the diversity mindset

Diversity mindset: anchored

In this self-learning phase, you will explore the importance of the diversity mindset. We want to know that this is "anchored". Far from a more or less arbitrary series of measures, what is needed is the gradual establishment of a diversity mindset that is practiced in all areas of the company.

This self-learning phase uses interactive learning materials to teach the following key topics:

• Meaning and significance of "anchored" 
• Systemic diversity management 
• Classification of the diversity mindset

The following content awaits you in the last webinar of the training: 

• Review the essence of all self-learning phases: What questions remain unanswered? What has stuck?
• Findings from the mandatory exercise "Location analysis"
• Diversity washing vs need for representation
• Attitude & credibility in dialog with internal stakeholders
• Outlook in practice depending on the maturity of the organization

The following content awaits you in the last webinar of the training: 

• Review the essence of all self-learning phases: What questions remain unanswered? What has stuck?
• Findings from the mandatory exercise "Location analysis"
• Diversity washing vs need for representation
• Attitude & credibility in dialog with internal stakeholders
• Outlook in practice depending on the maturity of the organization

The following content awaits you in the last webinar of the training: 

• Review the essence of all self-learning phases: What questions remain unanswered? What has stuck?
• Findings from the mandatory exercise "Location analysis"
• Diversity washing vs need for representation
• Attitude & credibility in dialog with internal stakeholders
• Outlook in practice depending on the maturity of the organization

The following content awaits you in the last webinar of the training: 

• Review the essence of all self-learning phases: What questions remain unanswered? What has stuck?
• Findings from the mandatory exercise "Location analysis"
• Diversity washing vs need for representation
• Attitude & credibility in dialog with internal stakeholders
• Outlook in practice depending on the maturity of the organization