Anne has a background in social entrepreneurship and history with a focus on sexism and racism. Sometimes, she gets lost in her thoughts but she says that’s okay when it comes to the big challenges of our times that we should have started solving yesterday. She loves spending time in the mountains and is very concerned about intersectionality.
Johanna loves to be able to work from anywhere and believes in the powers of global teams. As a progressive entrepreneur, she aims at finding ways to balance business rationale with impact, relationships and well-being. Fun fact, as a kid and teenager Johanna was very conservative when it came to food she didn’t know.
Anna is a project lead, facilitator and multipotentialite at heart. She firmly believes that human-centredness and inclusion are core qualities today’s work places need in order for people to thrive and do meaningful work. She loves co-creating and designing programs that enable learning and connection. Her motto: Let’s create ripples of positive change!
“Language and pictures shape the way we see our world and also reflect our values. How we talk to people, who we portray in our pictures and take as examples, affects our surroundings and makes the people we address feel more or less taken seriously and included in our world view.”
Valentina shares with us a practice that promotes inclusion through the use of language. Capacity Zürich has developed guidelines that define the principles of all team interactions when it comes to inclusive verbal and visual communication.
Valentina encourages all teams and organisations to develop their own guidelines for inclusive language use based on their values, mission and context.
TIPS FOR IMPLEMENTATION
“Diversity and inclusion has to be a continuous process and ingrained into organisational culture. This practice of inclusive recruitment process is just one example. The continuous promotion and building of a strong inclusive culture in the organisation doesn’t happen overnight but is often a long journey of internal organisational and individual reflection.”
Rashid shares with us a practice called “Collective Accountability” and its implementation in a recruitment process. This is about promoting collaborative goal setting & creating institutional spaces for team members to participate in decision-making and the strategic direction of the organisation. It is important to have everyone’s voice being heard on organisational decisions (such as who to hire )that impact staff members and their roles.
TIPS FOR IMPLEMENTATION