Investeer in jouw inclusiviteit!

 

 

Niet jouw intenties die ongetwijfeld goed zijn, gaan het verschil maken voor inclusiviteit maar je deskundigheid en je vaardigheden.Investeer daarin!

Een vreemd verschijnsel in de organisatiewereld van diversiteit en inclusie is de wijdverbreide aanname dat het wel goed komt als je maar van goede wil bent. Geen enkele organisatie zou zijn financiële huishouding overlaten aan de goede wil van medewerkers alleen – er zouden meteen zorgen opkomen over de juistheid, de volledigheid, de rechtmatigheid van de financiële acties. Ook voor de juridische afdeling, de ontwerpers of de onderwijzers wordt het volkomen normaal geacht, zelfs een harde beroepseis, dat deze medewerkers een opleiding en/of ervaring in hun vakgebied hebben, vaak in combinatie met bij- en nascholingen.
Helaas komt het bij diversiteit & inclusie regelmatig voor dat dergelijke eisen niet gesteld worden. Er zijn benoemingen van diversity managers puur gebaseerd op de betreffende medewerker’s interesse voor het onderwerp; echt, dat is geen uitzondering. Blijkbaar wordt zoiets niet ingeschat als een risico voor de organisatie, en de keerzijde van die gedachte is dan ook dat het goed inzetten van diversiteit & inclusie niet kritisch is voor het succes van de organisatie. Toch is dat wel zo…
Deze blog is te beperkt voor het noemen van allerlei voorbeelden die dat aantonen. Mijn boek Voorbij het Verschil geeft er wel veel. Je kunt dat boek kopen en wellicht spreekt het je zo aan dat je mee wvoorbij het verschil coverilt doen met de masterclass Inclusief Leiderschap op 11 september a.s. In deze masterclass lopen we de hoofdthema’s van inclusief leiderschap door en is er veel ruimte om – vertrouwelijk – de casuïstiek van de deelnemers te bespreken. Daarom is de groep niet groot; bij veel aanmeldingen wordt niet de groep uitgebreid maar een extra datum gepland zodat de persoonlijke aandacht maximaal blijft.
De ambitie is om van diversiteit & inclusie het vak te maken dat het daadwerkelijk is; daardoor neemt de effectiviteit van interventies aanzienlijk toe! Zo creëren we organisaties waarin medewerkers van alle soorten en maten kunnen en willen werken; organisaties die het effect sorteren waar onze maatschappij blij van wordt…

Palmpasen in Jordanië – daar waar je invloed hebt…

genderdiversiteit jordanië

Vorige week gaf ik op Palmpasen (zondag = een gewone werkdag aldaar) een training over genderdiversiteit aan een team van een groot Jordaans bedrijf. ‚Zaten daar ook mannen bij‘, wordt me nogal eens gevraagd over trainingen in de Arabische wereld. Het antwoord is ja, en vaak in meerderheid. En ze staan bijna allemaal positief tegenover gender diversiteit— Nederlandse discussies als ‚waarom moet dit eigenlijk en waarom heeft dit nu prioriteit‘ worden in landen als Jordanië overgeslagen. Je gaat er gewoon aan het werk en daarmee maak je sneller meters.

Tijdens de training kwam via social media het bericht over de aanslagen op Koptische christenen in Egypte binnen. De verslagenheid was groot. De deelnemers vergeleken het meteen met een grote aanslag in Bagdad, 94 doden, aan de vooravond van een islamitisch feest en interpreteerden dat terreur juist mikt op mensen die rustig bidden en in vrede hun godsdienst willen belijden.

De wereld kunnen we niet veranderen maar op de inclusiviteit van onze eigen organisatie hebben we wel grip, meenden zij. En zo is het. We hebben ook de rest van de dag hard doorgewerkt. Hou je van diversiteit & inclusie, laat je dan niet ontmoedigen en onderneem actie op de terreinen waarop je zelf invloed hebt.

PS
Over eerdere ervaringen met diversiteitstrainingen in Arabische landen lees je hier:
http://grethevangeffen.nl/2017/02/23/diversiteit-marokko-en-tunesie/

Diversiteit in Marokko en Tunesië

diversiteit inclusie marokko tunesie  Mijn ontdekkingstocht naar diversiteit & inclusie in Arabische landen gaat verder. Na de start in Jordanië (Jordanië blog 2 en Jordanië blog 1) ging ik aan de slag in Tunesië en Marokko met buitengewoon spannend verlopen trainingen. Niet alleen wisselt steeds de context, zowel nationaal als qua type bedrijven, ook is het bekijken van de wereld door de bril van diversiteit & inclusie een volkomen nieuw gegeven in die landen. Ik betreed dan ook met enige schroom de zaal waar de training plaats vindt. Gaat het programma voldoende passen in hun eigen context? Wat vinden ze ervan dat een Nederlander deze training komt geven? Hoe zal het ditmaal gaan met de taal? Want trainingen geven in het Engels en Frans betekent niet alleen voor mij werken in een tweede taal, ook de deelnemers hebben meestal een andere taal als moedertaal.
Het duurt gelukkig nog geen uur voordat we al helemaal aan elkaar gewend zijn. De inclusiviteit van de bedrijfsculturen die ik heb ervaren, helpt daar enorm bij. Diezelfde inclusiviteit leidt tot bovengemiddeld goede samenwerking als teamopdrachten moeten worden uitgevoerd. In Tunesië maakte ik bovendien discussies mee zoals ik ze zelden hoor bij trainingen in Nederland of Duitsland: de deelnemers waren heel open in het delen van ervaringen en vlogen elkaar hier en daar flink in de haren over de vraag hoe inclusief de organisatie nou werkelijk was > op een inclusieve manier, zonder elkaar te beoordelen of zuur te worden, wat in Noordwest-Europa bij al teveel openheid in bedrijven nog weleens het risico is. Ik was diep onder de indruk en, ook niet onbelangrijk, wat hebben we gelachen. Toen ik de documentaire Danny in Arabistan – Tunesië zag – een aanrader! – herkende ik datzelfde beeld.
diversiteit inclusie marokkoIn Marokko werd ik daarbij nog verrast door de grote persoonlijke warmte van de deelnemers. Hard werken ging er gemakkelijk samen met positieve emotionaliteit, Een deelneemster gaf me na afloop haar prachtige oorbellen mee, als aandenken namens de hele groep.
Wat is het ontzettend leuk om zo samen aan diversiteit & inclusie te werken.

fairversity in Vienna

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Today I was at the fairversity in Vienna, as board member of idm (the international society for diversity management for those speaking German 🙂 and it was very interesting. Most people I spoke to think diversity is quite a new subject to most Austrians, especially when looking at the advantages diversity can bring to organisations and the economy. That concept found a fertile ground in Austria a few years ago and these visitors were happy about that development. Many of them were looking for more indepth information about diversity & inclusion. It was no surprise for them that competence is needed to profit from diversity. They were eager to know more about that competence. Maybe this sounds logical to you, my dear reader, but it is certainly not a generally accepted idea – in Germany and the Netherlands the approach of diversity can be more moralistic which means that having a good heart and an open mind is seen as the key asset, rather than competence.
fairversity viennaThere was another interesting experience. I had to do a 30-minutes presentation at the fairversity. Presentations were ongoing so I decided to make it interactive to prevent being boring, as number 9 in a row of presentations. That was a new approach. All presenters just said what they had to say and that was it. No questions asked, no comments given, no information provided by the public. If we think that the benefits of diversity come with a learning organisation – and I saw an Austrian publisher on fairversity who had books about it – we need more interaction and dialogue. The first fifteen minutes my public was staring at me in surprise but after that they started to enjoy it and came up with real good ideas. Austrians have a good sense of humour, also in diversity. They have a special word for that: Schmäh. I love it!

Diversiteit in Jordanië: business as usual (2)

diversiteit in jordanië

 

Onlangs gaf ik voor de tweede maal een training diversiteit in Jordanië, ditmaal bij een telecom bedrijf. Na de eerste training formuleerde ik een aantal hypotheses, zie de blog: Diversiteit in Jordanië (1) en die houden stand ook na deze nieuwe ervaring:
1. ‘de cultuur in Jordanië is conflictmijdend, mensen leren van jongsaf aan reacties in te schatten en confrontaties te vermijden en ontwikkelen daarom bijzondere antennes’: ja ja en ja. Zoiets is heel aangenaam in de dagelijkse omgangsvormen, zeker weten dat het ook NL-ers zou verrijken en verblijden! Mits het natuurlijk van twee kanten komt. Ook bespaart het tijd, niet alles hoeft expliciet uitgesproken te worden. Keerzijde is dat als iemand dan een keer iets uitspreekt, er een lang gesprek nodig is want de kwaliteit die in het NL poldermodel uitstekend ontwikkeld is – elkaar ergens halverwege tegemoet komen – is minder ontwikkeld.
2. ‘het zakenleven in Amman wordt niet, zoals te doen gebruikelijk in Nederland en Duitsland, geplaagd door schuldgevoel’. Blijft overeind. Jordaniërs zijn  praktisch, hoe werkt diversiteit & inclusie en hoe moet het werken of hoe willen we dat het werkt en wat gaan we daaraan doen. Zo’n houding is bevrijdend als je principiële en laten we wel wezen, soms oeverloze discussies gewend bent. Gewoon het gewenste resultaat bepalen en daarvoor gaan, heerlijk!
3. ‘de waardering voor objectieve kennis is groot, er is minder ‘mening’ en meer waardering voor bevindingen uit wetenschap’, was mijn hypothese. Daaraan voeg ik nu toe: en aan ervaringen van elders, om daarvan te leren. En aan kennis over wat de wereldwijde transitie naar een nieuwe economie en governance van ons vraagt. Het lijkt wel of Nederland te maken heeft met de ‘wet van de remmende voorsprong: Nederland loopt voor en lijkt het dus beter te weten, is arroganter. Jordanië loopt evident niet voor en is zeer ambitieus om wel degelijk onderscheidend te zijn in het veld van diversity & inclusion. Heel interessant om mee te maken.
ammanDat Nederland of ‘het Westen’ iets kan leren van het Midden-Oosten staat voor mij inmiddels wel vast. De komende maanden onderzoek ik dit verder, al (samen)werkend in de praktijk, op weg naar vertaling voor westerse organisaties. En net als in de vorige blog, nodig ik graag  mensen met ervaring in die regio uit te reageren ter bevestiging, nuancering of ontkenning van mijn conclusies of aanvulling daarvan. Wordt vervolgd!

Forget about the rules. Be human.

forget about rules, be human in Amsterdam  Amsterdam keeps surprising me. I spent an interesting evening in a famous entrepreneurial location in Amsterdam Centre. When leaving, we had to wait for our coats at the wardrobe downstairs. In this club, coats are personally handed to all visitors. In front of us was a line of ‘foreign’ people. They appeared to be refugees who had been invited this evening by entrepreneurs who were willing to help them integrate and find a job. A great initiative.
The guy in the cloakroom was happy to help us Dutch entrepreneurs to put on our coats. ‘You can’t do that to them you know’, he said. To explain the ‘them’, he pointed to the refugees that stood in front of the location, talking a while in front of the entrance before they left like all people in Amsterdam do. He said some Syrians that were more ‘integrated’ than the newcomers in front of the door, warned him that his help to put on the coats would not be appreciated; ‘please do not try it, you will get trouble’. ‘You know’, he said, ‘they feel they submit to you when you help them with their coat. And you cannot touch the women. It would feel like you own them. So I just give their coats to them and that’s it’. ‘Well, you can help me’, one of the female entrepreneurs said I think to console him and it worked, he smiled and helped her to put on her coat.
Amsterdam is a modern, diverse and tolerant city. However there are moments that I think we are just retarded – this was one of these moments. Almost all my life I have been going out, working, discussing, learning, experiencing with people from the Middle East. How come I never had any problems with coats, handing coats, helping people into coats? Who invented a scheme where refugees ‘feel they submit’ in such cases? Not the refugees themselves, I am sure about that. Also I do not think anybody has bad intentions here. This is what happens when people are confronted with difference: they try to find rules how to behave or not behave. People want to do good and try to be on the safe side. The tragic is that they miss the point: the contact is in personal involvement and not in cultural rules.
The generally present inclination to follow rules is what I call ‘retarded’. I feel embarrassed when I meet with that in an entrepreneurial place in Amsterdam Centre. The good thing is: we talk about it. We talk about almost anything in Amsterdam. No borders to what we want to express. But also, when it comes to diversity: way to go… We need to have more confidence in our personal approach than in the supposed rules of intercultural contact. Forget about the rules. Be human. The refugees will love it…

 

Amsterdam-Tel Aviv twinning at CIDI: pffff….

IMAG0205 I got an invitation to a meeting at CIDI about Amsterdam-Tel Aviv as potentially twinning cities, quite a heavy debate at this moment in Amsterdam because the leftist parties in our city council have turned against it out of fear to introduce the problems of that region to Amsterdam. A matter of overconfidence in the city council’s powers, by the way, because the problems of that region have affected our city already and will continue affecting Amsterdam regardless of any city council decision…
The main reason for me to go to the meeting was that CIDI invited Eytan Schwartz, the senior political advisor to the mayor for this issue, and Mickey Gitzin, member of the left-liberal Meretz party in the Tel Aviv city council. So this was an opportunity to get direct information from people involved, an opportunity not to be missed.
Arriving at the CIDI was the first painful moment. I pass the Anne Frank House and the Hollandse Schouwburg several times a week, and here I saw the same thing: the police protection unit that is now, in Amsterdam 2015, permanently there (see the picture above). A reality that does not become normal in our city that is so free in general…
Moreover I had to pass a guard, a special fence, a double door at the entrance and then I was in… and nobody seemed to bother. I expected some kind of reception but there was none. So as a new person I decided to direct towards the coffee corner just to give myself an attitude and I was not disappointed there, like in many places the women do the hospitality, they were very nice and made me feel more at ease.
The meeting did not disappoint me in the sense that the guests were brilliant. They explained very clearly what Tel Aviv is like, how they work, what they want to achieve (a great city for their citizens, not creating peace for the whole world but building a better day-to-day life which contains also ‘boring’ aspects like the sewing system). They showed that Tel Aviv is a vibrant and tolerant city that could exchange in many aspects with Amsterdam to the benefit of both cities. Their aim is not to do diplomacy but to come to practical solutions that work.
Also they impressed me with their explanation of how they deal with the complexity of the region they live in: they got very, very critical questions from the public at the CIDI meeting and they were capable to explain their private moral standards, dilemmas, decisions in a way that is rare to hear. I learned more from them in an hour than I learned in the whole last week and maybe even month. I love to learn so they made my day. I could have learned more, though…
The meeting did disappoint me when it comes to the point ‘public’. There were some people in the public who already seemed to know what they thought and approached the guests from Tel Aviv with questions that were not meant to get information but to make them ‘accountable’ for all Israeli politics. This was not just tiresome, it was also offensive and I felt embarrassed at several occasions. Two things they said surprised me in particular. 1. that Tel Aviv would have a right wing majority of 51%; a factual statement that anybody who prepares meetings would have looked up in advance but apparently that guy didn’t mind to do the preparation effort – so the guests explained, 31 seats in the Tel Aviv city council, 2 for Likud, 3 for religious parties, 5 seats in total, not exactly the alleged 51%. And 2. blaming Tel Aviv, a city of 450.000 inhabitants, for being inadequate in dealing with 60.000 refugees, while at this very moment the Netherlands, a country of 17 million people, is showing a hard attitude in European negotiations to invite just a few thousand refugees from the Mediterranean – some self reflection is useful at times!
What impressed me also emotionally is the remark of Eytan Schwarz about how he works on good things for citizens and ideals and many positive steps to make this world a better place and then is often confronted with negative emotions about Israel that are projected on him as a person; his self awareness and also his strength of vulnerability to say this in public. Wow. And the remark of Mickey Gitzin, short and to the point among all these prejudices of life in the Middle East commented on (my wording, not his) from Amsterdam sofas: talk less, listen more. So true. And it would have made this meeting so much more interesting because the guests had a lot to tell but not everybody was ready to hear, to listen, they just wanted to make their point about their opinion about Israel versus Palestine, and about perceived immorality of Israelians, even the guys in front of their nose, no dialogue nothing, very strange.
Thanks Cidi for organising. It was only 2 hours but I was dead tired after this meeting – not their fault and I learned a lot and also got inspired. But I also worry because of what I saw.
As I said above, the problems of that region have affected our city already and will continue affecting Amsterdam regardless of any city council decision, the meeting made that very clear… So the best the city council can do is to make sure that we will not loose the dialogue and to organise that we will meet as humans: not to discuss the big issues of world peace as long as we are not the UN-president, but to make the daily life of our citizens better with practical projects and solutions found across borders.

Why vote for Grethe as chair?

could use an update-jpg Follow my youtubes here: https://www.youtube.com/channel/UCbzPkJaMyAX36DcgDfqAoSw

Mensa International is going steadily but slowly > it needs to speed up!
A more effective and faster reacting organisation; as a business leader I can realize this. We missed opportunities but now we can really grap the opportunities > gogogo!!!
Do you expect this from a chair of Mensa International, then vote for me:

  • More interaction between the national Mensa’s, more international activities and a better learning community.
  • Less re-inventing of the wheel: clear and findable communication and presentation of solutions found.
  • Next step in our International Leadership Program: develop it further to the benefit of all countries.
  • Transparency and accountability in decision making.
  • Focus on what matters (Mensa International has limited sources) and be good and visible in that.
  • An Excom team that cooperates effectively including generations and cultures.
  • IBD meetings streamed worldwide for all members to be informed and inspired.
  • IBD meetings that inspire
  • Have fun while working – laugh while you achieve things together, I love that! Please join me 🙂

Workshop Fast Reading in a bookshop

CIMG4206kTonight I followed a workshop Fast Reading in a bookshop: De Nieuwe Boekhandel in Amsterdam Bos en Lommer. This bookshop is a great place, run by the inspiring owner Monique who has given a new meaning to the concept of a bookshop. Her bookshop, and the name nieuw/new is deliberate, is a place to meet. Book presentations, workshops, even your birthday party could take place in that shop. When my Diversity Shop edits new things, like we did this month with De karavaan en de kamelen: teams op het spoor (http://www.diversityshop.nl/nieuwe-producten/) we always have a presentation and a drink in De Nieuwe Boekhandel. So we have one on March 26th, please feel wellcome: http://www.diversityshop.nl/home-pm-27.html
I love Monique’s concept, it is vibrant and it has a great effect on the neighbourhood Bos en Lommer that can really do with some good entrepreneurs like Monique who invest in activities and relationships. What I like too is that De Nieuwe Boekhandel sells BoLo products, products that give Bos en Lommer an identity. Look in the left shelve of the picture and you see some of them.
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Brandnew was the grey BoLo sweather so I bought one immediately. I wanted to show this sweater to you but first my Kater Aak sat on it (he liked it too) >>>

After a while. he let go and I could make a better picture showing the Amsterdam touch 🙂
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It’s nice to be creative

karavaankamelen2  It always surprises me when a creative thing or service is produced in my company: the energy that comes with it for me. It’s nice to be creative! Today we almost finished a new training card game (in Dutch, De Karavaan en de Kamelen), to be sold in our webshop www.diversityshop.eu and also to be applied in training with our customers. The designer sent me a few images that we can use for the promotion of this card game. Just to see that and place it in webshops and on twitter makes me so happy!
Sometimes I think it is the tangible side of products like a game, a story. You can show it to others and explain ‘there it is’ or ‘there you can read it’. In consultancy for example, this is hardly possible. I never forget the comments of my brother-in-law who said ‘at the end of the day I made a railway but what did you do, I don’t understand’. I see his point of view but I also know that making railways would never give me the boost of energy that games, stories, books and other creative activities give me. De Karavaan en de Kamelen: even the idea of it didn’t exist at all and now it exists and it will start a life of its own. I love it; this is so nice 🙂 …

Jewish museum Warsaw context

jewish museum warsaw context  Like most tourists I walked in the streets of Warsaw-Center and visited shops like a souvenirshop and a antiquitiesshop. Well, that was quite a surprise.
In the souvenirshop it was possible to buy magnets with symbols of Poland, like one finds magnets with canalhouses, tulips and wooden shoes in Amsterdam. One magnet was a yellow ‘Jewish’ star that mentioned ‘ghetto Warsaw’. I couldn’t believe my eyes, stood there thinking for some time considering whether I should buy it as proof.
jewish star warsaw  But I did not want to buy and thus encourage such souvenirs so I ended making a secret (and not well succeeded) photograph. I am sure that this yellow star would not be sold in the Netherlands but maybe this had a different meaning for the Polish people. I asked in the Jewish museum, showing the pictures but they reacted in a very neutral way, telling that they couldn’t read that it said ‘ghetto Warsaw’ which was true of course 🙂
In the antiquitiesshop it was possible to find all kind of symbols and pamphlets from the last century: communist and anti-communist posters, lots of stuff. I even found a poster in Dutch mentioning ‘Indonesië moet bevrijd worden’ showing an Indonesian guy in chains resisting against a Japanese soldier. As said it was in Dutch and not in Indonesian, this is a real historic thing as Indonesia was freed from the Japanese but then subject to a colonial war with the Netherlands, this poster maybe symbolized that already. The shop also offered Nazi objects. The picture on top and the one below were made secretly in this shop. Maybe it was not necessary to make them secretly, I didn’t know; as a Dutch person I had the feeling that it was a risk to take those pictures but maybe it wasn’t in the Polish context.  nazi stuff warsaw
All together this tourist street gave me many reflections about the context of the new and beautiful Jewish museum in Warsaw, Poland.

Jewish museum Warsaw dilemmas

jewish museum warsaw dilemmas Creating a completely new museum comes with lots of opportunities (that the Museum for the history of Jews in Poland discovered well) and also with dilemma’s. From my visit to this museum I remember two of them.
1. How do you present your history when it has got possibly unfavourable elements? Especially in the light of a history where others have tried many times to present your people as bad people and that this had fatal consequences. The first image of the Jews in Poland happens to be one that connects them to trade of slaves. It was by the way for the first time for me that I learned that the word ‘slave’ is actually connected to the Slavic people, that they were the slaves of the Middle Ages.
jewish museum warsaw6  The image shows Jews trading slaves and a bishop protesting against it; not because he was against slavery as such but because he was against the trade of Christians as slaves. Slavic people were already Christians by that time. Jews are recognizable with a 2-pointed hat. Could this image make actual prejudices increase? Is a scientific approach ‘this is the very first image and thus reality’ the correct one or should the museum be more careful and avoid a possibly bad image? The museum chose to show the 12nd century reality…
2. During war, the Polish were the only people to have an organizational structure to help Jews and this shows their heroic side. Opinions differ on the scale of effectiveness of the organisation. jewish museum warsaw7  How small or large should that part of Polish resistance take in the presentation of the 2nd world war part of the museum? You can imagine the discussions…
Most probably there were many more decisions to take that were a dilemma. What I like about this museum is that the makers are not afraid of decision making and also not of discussing the decisions made afterwards.They are transparent and they are accountable; a great sign of modernity that one can only appreciate!