VISION ON DEI AND ICC

We live in a world that is more interconnected than ever before. Contact between people of different groups -based on nationality, ethnicity or other markers- is both more frequent and intense than in the past. This becomes relevant in many people’s lives, be it because they work in international contexts or because their societies themselves have become more diverse and complex.

In my view, Diversity, Equity and Inclusion (DEI) and Intercultural Communication (ICC) are both relevant to this development. DEI is mainly an intervention on the institutional level, while ICC is an intervention on the individual level. In DEI, we look for systemic factors, patterns and mechanisms that limit or stimulate the flourishing of people of different identity groups within organizations. In ICC, we look at the interaction between people of different identity-groups (often described as ‘cultures’), and how these can be more effective, constructive, and appropriate. Obviously, DEI and ICC can intertwine and overlap. Organizational development can strongly stimulate and compliment the learning process of its employees. Intercultural competence development can compliment and strengthen organizational change (as well as be relevant for interactions outside the organization and internationally)

Both DEI and ICC revolve around a recognition and appreciation of differences and similarities across groups and individuals. Developing knowledge, skills and policies for this is often enriching and rewarding. At the same time, I believe we should not deny that they come with complexities, controversies and dilemmas,. We often need to navigate power inequalities, ethical dilemmas, polarization, group conflict and feelings of loss. Rather than choosing simplistic or moralizing responses, I think we’re better off engaging with this complexity and ambiguity and trying to find pragmatic and nuanced answers.

This means going beyond one-dimensional categories of all kinds, whether they concern culture, power positions or identity. That is not to say that discussion of such categories should be avoided, as long as they are the starting point and not the end of the conversation.

In my sessions, I try to take participants’ specific challenges within their field and sector into account. I have a considerable repertoire of materials, and customize my sessions to the learning goals and needs of the participants. Though I believe that we need to recognize the complexity of these topcis, I intend to meet people where they are. I have experience with a very wide range of audiences in terms of prior knowledge and professional backgrounds. In addition, I regularly offer train-the-trainer/ teacher and certification programs.