Generated by All in One SEO Pro v4.9.7.1, this is an llms-full.txt file, used by LLMs to index the site. # Amplify DEI Amplify High Performance in Your Organisation ## Posts ### [Resources](https://amplifydei.com/resources/) **Published:** May 26, 2025 **Author:** Vivian Acquah **Content:** [ ![The Role of Inclusive Workshop Facilitator in Transforming Teams]() ](https://amplifydei.com/workshop-facilitator-transforming-teams/)## [The Role of Inclusive Workshop Facilitator in Transforming Teams](https://amplifydei.com/workshop-facilitator-transforming-teams/) by [Vivian Acquah](https://amplifydei.com/author/vivian/ "Posts by Vivian Acquah") | 7 Jul 2025 | [Amplify DEI](https://amplifydei.com/category/amplifydei/) What does it take for a group of people to truly work together at their best? It’s not about simply putting them in a room and hoping for the best. It’s about creating an environment where ideas are shared openly, communication flows freely, and decisions are made with purpose. This is where inclusive workshop facilitator come in. By bringing objectivity, expertise, and a tailored approach, they have the power to transform teams, boosting not just performance, but morale and alignment too.![](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Team-Menu-Workshop-Facilitation-Vivian-Acquah-1024x576.png) ## What Does an Inclusive Workshop Facilitator Do? The role of an [inclusive workshop facilitator](https://amplifydei.com/project/workshop-facilitation/) is multifaceted. At their core, they help groups work more effectively, whether that’s solving problems, clarifying strategies, or brainstorming innovative ideas. But beyond their logistical role, facilitators create a safe space for open, honest conversations. They ensure every voice is heard, disagreements are handled constructively, and teams leave with tangible outcomes. Their work isn’t about dictating; it’s about fostering collaboration. By focusing on inclusivity, facilitators encourage teams to explore diverse perspectives. This kind of engagement doesn’t happen by accident; it’s carefully designed and skillfully guided. ### Types of Workshops They Facilitate The variety of workshops supported by an inclusive facilitator is immense, offering wide-ranging benefits depending on the organisation’s needs. Here’s a look at some of the most impactful types. #### **Problem-Solving Workshops** When a team faces a complex challenge, a workshop facilitator is key to unlocking solutions. Through guided exercises, they promote creativity and encourage groups to reframe the problem. Sometimes, all it takes is one shift in perspective to uncover a breakthrough. #### **Strategy Development Sessions** Strategic alignment is essential for any team. Facilitators help organisations zero in on their biggest challenges and set priorities, ensuring everyone is working toward the same goals. These sessions provide clarity, turning confusion into direction. #### **Leadership Development Workshops** Building strong leaders is critical for long-term success. Facilitators lead sessions that strengthen leadership skills, provide actionable insights, and inspire growth. It’s not about one-size-fits-all advice; it’s about helping leaders adapt and excel within their specific contexts. #### **Design Thinking Sprints** Design thinking is all about generating creative solutions. Facilitators use this methodology to guide teams through ideation and prototyping, empowering them to quickly test and refine ideas. Whether it’s for a product, service, or process, design sprints encourage bold thinking and rapid experimentation. #### **Team Building and Hackathons** Team dynamics matter. Building trust, cohesion, and effective communication aren’t optional; they’re necessary for high-performing teams. Facilitators lead team-building workshops and even hackathons to strengthen bonds, address tensions, and boost collective problem-solving. #### **Retrospectives** Looking back isn’t just about reflecting; it’s about learning and improving. Facilitators create the structure for effective retrospectives, where teams can celebrate successes, unpack challenges, and explore what could have been done differently. These honest conversations can spark real growth. #### **Team Retreats** Sometimes, stepping outside of the office is exactly what a team needs. Retreats led by skilled facilitators encourage deeper reflection, creative thinking, and a renewed sense of connection. Facilitators ensure these sessions are not just productive but also enjoyable. ![a pile of colored post it notes sitting on top of a table](https://amplifydei.com/wp-content/uploads/2025/07/rhsxg0gho2w-1024x684.jpg) ### The Benefits of Facilitated Workshops Inclusive workshops aren’t just about ticking boxes; they’re about unlocking potential. Here are some key benefits these sessions bring to the table. #### **Igniting Creativity** A workshop facilitators know how to guide teams out of their usual thought patterns. With fresh perspectives and structured activities, they encourage people to think differently. The results? Innovative ideas and creative solutions that might otherwise never see the light of day. #### **Achieving Alignment** Without alignment, even the most talented teams struggle. Facilitators bring focus and structure to discussions, helping groups clarify their objectives and priorities. By the end of a session, chaos turns into clarity. #### **Boosting Morale** Workshops shouldn’t feel like a chore. Effective facilitators inject energy and enthusiasm, making even serious discussions engaging and motivating. A well-run session leaves teams feeling more connected and confident in their abilities. #### **Improving Performance** The outcomes of a well-facilitated workshop are tangible. Whether it’s enhanced communication or more efficient collaboration, teams leave better equipped to tackle their challenges and achieve their goals. ### ![a bulletin board with a note attached to it](https://amplifydei.com/wp-content/uploads/2025/07/cbks_q0dlsg-1024x683.jpg) ### The Investment vs. The Hidden Costs of Not Hiring There’s no denying that hiring a professional workshop facilitator is an investment. But what about the costs of not hiring one? These hidden consequences can be far more expensive in the long run. #### **Lost Productivity** How often do meetings or brainstorming sessions stretch on without reaching meaningful conclusions? Without a facilitator, teams can easily lose focus, wasting hours spinning their wheels. #### **Team Misalignment** When people aren’t on the same page, efforts become redundant or worse: counterproductive. Misalignment breeds inefficiency, frustration, and sometimes even conflict. #### **Missed Opportunities** Opportunities for innovation don’t come around every day. And without someone to guide discussions and foster creativity, brilliant ideas can easily get lost in noise or hesitation. #### **Erosion of Morale** Poorly run workshops can drain energy and enthusiasm. When teams feel unheard or unsupported, disengagement follows. Worse, unresolved tensions can lead to lasting damage in relationships and workplace culture. An inclusive workshop facilitator prevents these pitfalls, ensuring the time and energy spent in workshops yield results. ### ![Workshop facilitation workshop facilitation workshop facilitation workshop facilitation workshop facilitation workshop facilitation.](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Workshop-Facilitation-1024x576.png)[Inclusive Workshop Facilitation](https://amplifydei.com/project/workshop-facilitation/) ### A Facilitator’s Superpower: Reading the Room One of the unique advantages an external facilitator brings is their ability to read the room. They pick up on subtle dynamics that might escape notice, adjusting their approach to bring everyone into the conversation. By staying impartial, they prevent dominant voices from overshadowing quieter participants. And their energy? It’s contagious. A talented facilitator knows how to lift a group’s spirits, turning dry topics into lively, engaging discussions. Conflict doesn’t intimidate them, either. Instead, they leverage it. By guiding teams through disagreements constructively, facilitators help uncover powerful insights and solutions. ### Mentorship for Leaders It’s not just teams that benefit from facilitators: leaders do too. Acting as impartial advisers, facilitators provide a safe space for executives to think critically. With their outside perspective, they offer fresh ideas for handling sensitive challenges and navigating tough decisions. For leaders, this relationship is about more than just guidance. It’s knowing there’s someone who genuinely listens and helps without bias, always steering toward the best outcome. ### Driving Participation and Engagement When facilitators take the reins, the atmosphere changes. Employees feel encouraged to speak up, even if their ideas challenge the norms. The inclusive environment makes room for dialogue, promoting creativity, trust, and engagement. These interactions spark new ideas, building momentum that carries beyond the workshop itself. ### It’s Time to Transform Your Team Inclusive workshop facilitators are more than just guides. They’re catalysts for change, helping teams unlock their potential one session at a time. From solving complex problems to strengthening relationships and aligning strategies, their value is undeniable. What challenges is your team facing? What goals feel just out of reach? Partner with a facilitator and see the difference structured collaboration can make. By working together, you can foster fresh ideas, deeper connections, and lasting success. Now is the time to invest in your team’s future. The results will speak for themselves. [Contact Us](https://amplifydei.com/training/) ### **What is the role of an inclusive workshop facilitator?** An inclusive facilitator helps teams work more effectively by creating a safe, open space where every voice is heard. They guide discussions, foster collaboration, and ensure teams leave with clear, actionable outcomes. Their focus on inclusivity encourages diverse perspectives and productive conversations. ### **What types of workshops do they typically lead?** Inclusive workshop facilitators tailor their expertise to various types of workshops, including: **Problem-solving workshops** for tackling complex challenges. **Strategy development sessions** for setting clear priorities. **Leadership development workshops** for building stronger leaders. **Design thinking sprints** that focus on creative ideation and prototyping. **Team building activities or hackathons** to strengthen relationships and collaboration. **Retrospectives and team retreats** to reflect, learn, and grow. ### **What are the benefits of having a facilitator-led workshop?** Facilitator-led workshops ignite creativity, boost morale, and align team objectives. They provide structure to discussions, help teams think outside the box, and ultimately improve performance. Teams leave with greater clarity, motivation, and actionable solutions tailored to their needs. ### **How does a facilitator handle team dynamics and conflict?** Facilitators are skilled at “reading the room.” They maintain impartiality to prevent dominant voices from overshadowing quieter participants. When conflicts arise, they turn disagreements into constructive discussions, fostering mutual understanding and uncovering valuable insights. ### **Why should teams invest in hiring an inclusive workshop facilitator?** Hiring a facilitator saves time, boosts productivity, and prevents misalignment. Without facilitators, teams often struggle with unfocused meetings, lost opportunities, and poor morale. A facilitator ensures sessions are engaging, effective, and generate tangible results. ### **What value do facilitators offer to leaders?** Facilitators support leaders as impartial advisors, offering fresh perspectives and strategic guidance. They create a trusted environment where leaders can approach sensitive challenges, refine ideas, and make better decisions with confidence. By partnering with an inclusive facilitator, teams and leaders alike can unlock their full potential and achieve lasting success. --- ### [The Role of Inclusive Workshop Facilitator in Transforming Teams](https://amplifydei.com/workshop-facilitator-transforming-teams/) **Published:** July 7, 2025 **Author:** Vivian Acquah **Content:** [![The Role of Male Allies: A Conversation on Inclusive Leadership and Cultural Intelligence](https://amplifydei.com/wp-content/uploads/2024/01/The-Role-of-Male-Allies-400x250.jpg)](https://amplifydei.com/the-role-of-male-allies/) ## [The Role of Male Allies: A Conversation on Inclusive Leadership and Cultural Intelligence](https://amplifydei.com/the-role-of-male-allies/) In the latest episode of "Humanize the Workplace," hosted by Vivian Acquah, the role of male allies in promoting inclusive leadership, equity, and cultural intelligence took center stage. With thought-provoking insights from Daniele Fiandaca and André Darmanin, this... **Categories:** Amplify DEI **Tags:** alignment, brainstorming, communication, conflict resolution, creative solutions, creativity, decision-making, design thinking sprints, facilitation, facilitation benefits, hackathons, high performance team, high-performance, inclusive workshop facilitators, inclusivity, innovation, Leadership Development, mentoring leaders, morale, organisational alignment, performance improvement, problem-solving workshops, productivity, retrospectives, strategy development sessions, structured collaboration, team building activities, team collaboration, team dynamics, team retreats, workshop facilitation --- ### [The Role of Male Allies: A Conversation on Inclusive Leadership and Cultural Intelligence](https://amplifydei.com/the-role-of-male-allies/) **Published:** January 21, 2024 **Author:** Vivian Acquah **Content:** [![The Role of Inclusive Workshop Facilitator in Transforming Teams]()](https://amplifydei.com/workshop-facilitator-transforming-teams/) ## [The Role of Inclusive Workshop Facilitator in Transforming Teams](https://amplifydei.com/workshop-facilitator-transforming-teams/) What does it take for a group of people to truly work together at their best? It’s not about simply putting them in a room and hoping for the best. It’s about creating an environment where ideas are shared openly, communication flows freely, and decisions are made... **Categories:** Amplify DEI, Blog, Blog EN, export, Podcast **Tags:** active listening, allyship, Amplify DEI, Andre Darmanin, anger, authentic allyship, boosting innovation, CEO, class, collaboration, contract, courage, Courageous Leadership, cultural intelligence, Daniele Fiandaca, dedication, DEI backlash, DEI Coach, difficult conversations, disproportionate value, diversity, Diversity Equity Inclusion, Empathy, energetic flows, equity, France, French lady, gender bias, gender disparities, gender equality, globalized environment, gratitude, Growth Mindset, hacking, Haiti, Haitian freedom fighter, HR, HR executive, humanizing, humanizing the workplace, inclusive, inclusive leader, inclusive leadership, innovation, intentional, leaders, leadership, Leadership Development, leadership journey support, leadership origins, male allies, menopause, mentorship, networking, networks, payment, performative support, racial conversation, recession impact, relationships, reorganize, social mobility, sponsorship, sustainable competitive advantage, transformation consultant, trust, Vivian Acquah, vulnerability, work-life balance, workplace diversity, workplace inclusion --- ### [Get Ready To Rehab Your Career With Kanika Tolver](https://amplifydei.com/get-ready-to-rehab-your-career-kanika-tolver/) **Published:** October 24, 2020 **Author:** Vivian Acquah **Content:** We are living amidst unusual circumstances. The ongoing global pandemic has left us in a novel situation. It has indeed changed the meaning of life as we know it. It has given us time to take a moment and think about ourselves. Employees who are now working from home may have realized how they can take advantage of this newfound flexibility. Remote working comes with several benefits. You save time on the commute, you get to spend more time with your families, you save your financial resources, you can rehab your career, and the digital tools that most of us have easy access to make working from home exceedingly convenient. *Disclosure: This post contains affiliate links. If you click through and make a purchase,* *I’ll earn a commission, at no additional cost to you.* ## Reach Your Career Goals In this episode of Let’s Humanize The Workplace, hosted by the workplace wellness advocate Vivian Acquah, features an inspiring guest, [Kanika Tolver](https://www.linkedin.com/in/kanikatolver/). Kanika is a motivational speaker, thought leader, the Founder, and Career Coach of Career Rehab. [Career Rehab](https://amzn.to/3mvoGPN) focuses on assisting career transformations for students, professionals, and retirees. Her company provides career coaching programs, events, webinars, and digital resources to help people reach their career goals. This episode talks about how employees can create a brand for themselves, develop their careers, and move toward a path of enlightenment and thriving professional life. ## **More Sympathy Within The Workplace** When questioned about her connection to humanizing the workplace, Kanika Tolver said: “*My connection with humanizing the workplace is about bringing in a place where people can have more sympathy within the workplace and have workplace forgiveness.*” Employees go through various experiences at their workplaces. From toxic superordinates to gender or racial discrimination, certain encounters leave an imprint on one’s mind. It is essential that you process these emotions, rather than dismissing your feelings and carrying a burden on your shoulders that adds to your stress and leads to workplace burnout. There are many resources, including coaches, therapists, and self-help books like Kanika Tolver’s book [Career Rehab](https://amzn.to/3mvoGPN), that you can use to get the help you need to progress in your professional life. ## **Let It Go!** Let go of past experiences, forgive those who hurt you, and move on towards success and prosperity. [Career Rehab](https://amzn.to/3mvoGPN) deals with how to end your addiction to a workplace that fails to treat you right and rebuild your brand to get to a better place in your professional life. According to the author Kanika Tolver: “*This book is a career mindset shift book. I wanted a book that enables people to understand that it’s okay, that you’ve gone through career heartbreaks, it’s okay that you have had anxiety, depression, and stress due to work.*” It is a book that helps you fix your mindset, work on yourself to become healthy enough to find a job that is the best fit for you. As per this book, individuals can build their brand by dating their jobs. When one starts dating someone, they have a checklist in their mind. It would help if you had a similarly designed checklist for your job, and how it benefits your career to take control of your work life. ## **Develop Your Career** When a college graduate joins the workforce, they tend to be excited to begin working, earning money, and contributing. This is a stage where people do not focus on career development. However, as they mature, they transition into what [Career Rehab](https://amzn.to/3mvoGPN) characterizes as a ‘corporate rebel.’ A corporate rebel is someone who has the experience, is aware of what they want in their career life, has had bad encounters, and refuses to stay in an unsuitable workplace. The last category of people at a workplace is ‘career dropout.’ This is someone ready to give up their regular job to accomplish their life-long dream. They want to become entrepreneurs. “A *career dropout is someone ready to build a product or service and have a business. And they also could be someone that’s doing a career change within retirement.*” -says Kanika Tolver about her ‘career dropouts’. ## **Prevent The Career Depression** The adverse experiences that an employee acquires at their workplaces have a damaging effect on their mental health. This leads to career depression caused by a job. Kanika Tolver defines career depression as: ” *You feel that you may have been discriminated against, or you feel that there’s sexism going on in the workplace that could cause you to feel depressed about your current career state.*” When you wake up in the morning not wanting to go to your job or dreading what awaits you at your workplace, these are indications of the fact that you need to leave your current workplace and find something more fulfilling. In such a situation, you need to find the strength to help yourself. As Vivian Acquah put it: “*Nobody is going to help you, but you.*“ You need to leave your old workplace baggage behind you when you move on to a new job. It is only when you are working with a healthy mindset that you can build your brand, polish your skill, and let your career flourish. As Kanika Tolver says: “*It is important to break up with your jobs, You want to break out of a job because you know that you’re ready to be home, you’re ready to heal. You’re ready to move to a new relationship.*“ ## **Go For Companies Who Value Your Uniqueness!** Aspiring young individuals tend to start out seeking a prestigious job at a renowned Fortune 500 brand. The goal of attaining a job at a popular company that may not value your talents or provides career-growth opportunities is flawed. It is more rewarding and satisfying to work at a small or medium-sized company that appreciates your contribution and gives you an environment to develop and progress your career. As Kanika Tolver eloquently puts it: “*Stop focusing on being so eager and so excited to work for Fortune 500 companies who don’t care about you or your needs. It’s important to know who you are and align your brand with your personality and what you want to give to a company that’s willing to give you the same back. Smaller company companies and medium-sized companies, sometimes they have better cultures, have more work-life balance, and it’s more feasible to grow.*“ ## **Evolve From Employees To Brands!** People need to evolve from employees to brands and embrace the difference between employees and brands. While an employee is restricted to their job description and does exactly as they are told, a brand offers unique expertise and knowledge with the ability to go above and beyond for a job. If managers provide an atmosphere for employees to become brands, they will find it easier to retain their workforce. As Vivian Acquah says: “*When they treat their employees as an ambassador, they wouldn’t have to spend that much on marketing. They wouldn’t have to spend that much on the employer branding.*“ Moreover, managers may also find it challenging to manage and retain their employees if they take them for granted or refuse to enable them to be themselves. “*You’re gonna have a hard time retaining good talent, if you don’t allow people to be their authentic self and bring all their expertise in knowledge to the workplace.*” -Kanika Tolver is discussing the importance of treating employees with the respect and recognition they need. ## Maximize Their Potential To maximize the output of an employee, managers need to give them opportunities to exhibit their talent, think outside the box, and provide them with essential training and tools that help them grow rather than stagnant. According to Vivian Acquah: “ *It’s important to invest in your people and make them aware that they have a brand or how they can build their brand or work on their brand.*“ ## Talk About Well-Being Times have indeed changed. We have a long way in getting rid of the stigma attached to mental well-being. While there is a need for further awareness, we are now having conversations about mental health and workplace wellness without any awkwardness. Answering the question about her hopes and vision for workplaces in 2025, Kanika Tolver said: “*I foresee the new generation and even within the workplace, them really being open to help people manage their anxiety, stress, and depression.*“ ## **[Learn more about the Amplify ](https://go.amplifydei.com/)** **[Diversity Equity Inclusion Summit](https://go.amplifydei.com/)** ![](https://amplifydei.com/wp-content/uploads/2020/10/Amplify-DEI-60-Speakers-PDF-Template-1024x576-1.jpg "Amplify-DEI-60-Speakers-PDF-Template-1024x576 - Amplify DEI")**[Amplify DEI Summit](https://go.amplifydei.com/) Attendee 2020**: “*Sincere thanks for Amplify DEI! I learned a lot (including some things about myself that I did not realise before) and thoroughly enjoyed it.*“ **Attendee 2020**: *“It was great – a really classy event, very interesting and informative whilst still being chatty and personal.*“ ## **Related Topics** [Women of Color Secure A Seat At The Table ](https://amplifydei.com/secure-a-seat-at-the-table) [Let’s Pull Up Diversity, Equity & Inclusion!](https://amplifydei.com/lets-pull-up-diversity-equity-inclusion) [The Power Of Working Mothers](https://amplifydei.com/power-of-working-mothers) **Host**: [Vivian Acquah](https://www.linkedin.com/in/vivianacquah/) As a Workplace Wellness Advocate & Amplify DEI consultant, Vivian advises managers on how to keep their team members healthy, happy, and safe by using a holistic approach called workplace wellness. She is also the digital strategist for this live stream production. This live stream will be broadcasted via LinkedIn, Facebook, Youtube & Twitter/Periscope simultaneously. Involve your audience by using live streams! Would you like to know more? Feel free to send a 📧 via [LinkedIn](https://www.linkedin.com/in/vivianacquah/) or ![author avatar](https://secure.gravatar.com/avatar/5c87cf45f8d0d438ec8cbeca6446bb31d55021e4b86b612a649ddcd91bb0e586?s=300&d=mm&r=g) Vivian Acquah Vivian Acquah CDE®, certified inclusion strategist, aims to support leaders with creating high-performance environments where inclusivity thrives. Guided by a clear vision of inclusion and empowerment, Vivian works to dismantle systemic barriers and create spaces for people to thrive. With a name that literally translates as ‘water’, Vivian has become a fire extinguisher in the field of inclusive environments. She has provided clients such as Heineken, Nike, LinkedIn, Google, Indeed, Deloitte, Danone, Cargill, Swift, Acrolinx, KLM and Zalando with tangible strategies for embracing inclusive change. [See Full Bio](https://amplifydei.com/author/vivian/) [ ](https://amplifydei.com/author/vivian/) **Categories:** Amplify DEI, Blog EN, Podcast **Tags:** Amplify DEI, career, career development, career health, career wellbeing, DEI, diversity, diversity wins, employee engagement, equality, Happiness At Work, hiring, HR, human resources, humanizetheworkplace, inclusion, job, jobs, leader, leaders, leadership, linkedin live, manager, Vivian Acquah, well being, work, workforce, workplace wellness --- ### [Let’s Pull Up Diversity, Equity & Inclusion!](https://amplifydei.com/lets-pull-up-diversity-equity-inclusion/) **Published:** October 10, 2020 **Author:** Vivian Acquah **Content:** Diversity and inclusion play a massive role in making a workplace a safe and welcoming environment for people with various backgrounds, ethnicities, cultures, genders, and disabilities. Despite its paramount importance in humanizing a workplace, it is a matter that often tends to get overlooked. It is about time that we get out of our comfort zone, start having difficult conversations, and voice our concern to make DEI\* a significant factor in workplace decisions. (Diversity, Equity, and Inclusion) *Disclosure: This post contains affiliate links. If you click through and make a purchase,* *I’ll earn a commission, at no additional cost to you.* Table of Contents [\[Open\]](javascript:;)[\[Close\]](javascript:;) - [DEI Guests](#0-dei-guests-) - [Similarity Bias](#1-similarity-bias-) - [The Mistakes Companies Often Make](#2-the-mistakes-companies-often-make-) - [The P&L Of Diversity, Equity & Inclusion](#3-the-pampl-of-diversity-equity-amp-inclusion-) - [White Male Boardrooms](#4-white-male-boardrooms-) - [Invite DEI Discussions](#5-invite-dei-discussions-) - [The Fixed DEI Mindset](#6-the-fixed-dei-mindset-) - [Stop Window Dressing!](#7-stop-window-dressing-) - [Diversity Is Profitable](#8-diversity-is-profitable-) - [Everybody Is Responsible For Diversity](#9-everybody-is-responsible-for-diversity-) - [Accountability ](#10-accountability-) - [Every Person Must Be Seen](#11-every-person-must-be-seen-) - [Related Topics](#12-related-topics-) Join **[Amplify DE](https://go.amplifydei.com/)I** and watch all the presentations **on-demand** (wherever & whenever you want). The **AMAZING line-up of international speakers** running online presentations dedicated for you to amplify diversity, equity, and inclusion in your organization. ## **DEI Guests** In this episode of Vivian Acquah’s live broadcast *Let’s Humanize The Workplace,* the workplace wellness advocate brought on an amazing panel of experts to discuss to length the significance of Diversity and Inclusion at a workplace. This episode’s guests include [Etienne Forbes](https://www.linkedin.com/in/etienneforbes/), who has a strong passion for people, learning, and new challenges. His experiences lead him to his desire to create inclusive work environments for all. [Rishita Jones](https://www.linkedin.com/in/rishita-jones/) builds human-centered HR practices by using Agile HR, design thinking, and digital transformation to create the best employee experience. [Garry Turner](https://www.linkedin.com/in/garryinterpersonalcatalyst/), creator and host of Value through Vulnerability Podcast. [Raisa Ghazi](https://www.linkedin.com/in/raisaghazi/), an entrepreneur who founded Diversity Boutique, an organization that promotes D&I in business and non-profit organizations. [Garry Turner](https://go.amplifydei.com/speakers/garry-turner/), [Rishita Jones ](https://go.amplifydei.com/speakers/rishita-jones/)and [Raisa Ghazi](https://go.amplifydei.com/speakers/raisa-ghazi/) also joined [Amplify DEI](https://amplifydei.com/) as a speaker. ## **Similarity Bias** While conscious and unconscious biases exist everywhere around us, these biases act as a major flaw in the recruitment process when it comes to workplaces. People tend to lean towards other people who look like them. This phenomenon gives birth to a huge problem. It leads to people failing to acquire employment regardless of their professional prowess. As Etienne Forbes puts it, *“There are a lot of people that are not able to get a job because of things that have nothing to do with their actual skills.”* ## **The Mistakes Companies Often Make** The problem with diversity being hindered by biases is that it is a deep-rooted systematic issue. Most organizations fail even to acknowledge the fact that a problem exists, and the ones that do tend not to understand the extent of the problem. We need to invest our time, effort, and resources to eliminate these biases and ingrain diversity into the modern workplace. *“Companies underestimate the amount of conflict and distrust there might be in the beginning when you add diversity to a company,”* says Raisa Ghazi talking about the mistakes companies often make when instilling diversity into their corporate culture. Businesses are run on the concept of profits and losses. While making a profit is an integral aspect of a business, it leads to a culture of treating employees as merely numbers and figures. Rather than considering them humans who add value to their organizations. This basic concept needs a little alteration. ## **The P&L Of Diversity, Equity & Inclusion** As Garry Turner phrases it: *“Human beings are still seen as a cost on a balance sheet rather than an asset to be invested in.”* With the increase in the general awareness about diversity and inclusion, organizations have made D&I a policy that should be enforced with great effort. However, D&I is something that should come along naturally in a manner that raises the human factor of a workplace. As Rishita Jones says: *“When we are coerced into something, what we get is window dressing, and statistics rather than something coming from a real desire to change.”* ## **White Male Boardrooms** In a corporate environment where boardrooms are usually filled with white males and lack gender and racial representation, it is time to speak up and engage in awkward conversations to achieve a higher diversity and inclusion level. In the words of Rishita Jones: *“We need to restore trust, we need to reconnect with ourselves with our humanity, and we need to be compassionate, and we need to speak up we can’t just hope that by not talking about it and brush it under the carpet it will go away.”* The world around us is changing. The only way to survive and succeed is to adapt to welcome these changes. The ongoing pandemic has resulted in a wave of making the impossible possible. Employees whose presence was crucial to the day-to-day operations of a company are now successfully working from homes. *“Eight weeks ago, it was impossible for HR or Finance to work from home. Now they all are working from home. It is the same as racism, equality, and D&I. We can shift our beliefs if we want to; it is a choice.”* ## **Invite DEI Discussions** Diversity and Inclusion is a sensitive and sometimes uncomfortable topic. Nobody wants to have this conversation out of fear of being too much or too less sensitive or saying the wrong thing. Nevertheless, it is an important conversation that is necessary to increase our education and amend our unconscious biases. Rishita Jones puts it exceedingly eloquently: *“When we don’t invite discussion, we don’t invite growth and understanding and awareness.”* ## **The Fixed DEI Mindset** The debate on Diversity and Inclusion has been going on for decades. It makes one wonder why are we still not able to bring about any substantial change? It is because employees are still seen as emotionless robots who are there to work and nothing else. *“Senior leaders and CEOs do not believe in the value of humans. They do not believe in a diverse workforce if they don’t believe nothing changes.”* ## **Stop Window Dressing!** Companies often exaggerate the extent of their diversity with their social media platforms and other ad campaigns. It can be a marketing tactic to appease the audience or build a stronger brand image. This window dressing becomes harmful when companies begin profiting by portraying themselves as inclusive when the reality is different. We do not need companies to overstate their diversity. We do not need to hear their beliefs. We need them to put their ideas into action. *“say less and do more. Turn the press releases into policies, turn the press releases into practices, and see what happens,”* says Etienne Forbes. ## **Diversity Is Profitable** Diversity and Inclusion is a valuable concept. It does more good than just raise the level of humanity in the workplace. It enables companies to profit from the diverse perspective of a diverse workforce, yet we still see a lack of diversity in most workplaces. As Etienne Forbes talks about the reason why there is a lack of inclusivity*, “*[*The data*](https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-wins-how-inclusion-matters) *that’s been out there, that’s proving how diversity earns more money still companies aren’t able to do that. That speaks of how deep-seated this issue is.”* ## **Everybody Is Responsible For Diversity** Diversity is not a phenomenon one can force onto someone. It is an ideology that everyone needs to adapt with the help of education. We need to share our knowledge and experience regarding diversity. In the words of Vivian Acquah: *“sharing diversity is a responsibility of everybody in the company. But it has to start with training, and it doesn’t end with just doing a one-year training, it is a continuous process.”* ## **Accountability** With the recent trend of viral social media publications, accountability has become a strong tool to eliminate racism and bias. When the fear of being held accountable for racism and discrimination exists in a society, it can have a positive result. As Etienne Forbes says: *“Accountability is a big thing that I think will lead to progress and change.”* ## **Every Person Must Be Seen** People are usually resistant to change. It is because changing requires making an effort. It is about time that we get up and make an effort together as a community to end the evil of racism and discrimination and open our doors and hearts towards a diverse and inclusive culture. Ending this invigorating and educating conversation on a hopeful note, Garry Turner expressed his wishes: *“I hope In 2025, we will have systems and structures in place that allow every person to truly be seen.”* ![](https://amplifydei.com/wp-content/uploads/2020/10/Amplify-DEI-Viva-la-Vive-1024x682-1.jpg "Amplify-DEI-Viva-la-Vive-1024x682 - Amplify DEI")**[Amplify DEI Summit](https://go.amplifydei.com/) Attendee 2020**: “*Sincere thanks for Amplify DEI! I learned a lot (including some things about myself that I did not realise before) and thoroughly enjoyed it.*“ **Attendee 2020**: *“It was great – a really classy event, very interesting and informative whilst still being chatty and personal.*“ ## **Related Topics** [Lean In To Shape The New Definition Of Leadership](https://amplifydei.com/lean-in-leadership/) [Women of Color Secure A Seat At The Table ](https://amplifydei.com/secure-a-seat-at-the-table) [Leader Put Your People First](https://amplifydei.com/leader-put-your-people-first) **Host**: [Vivian Acquah](https://www.linkedin.com/in/vivianacquah/) As a Workplace Wellness Advocate, Vivian advises managers on how to keep their team members healthy, happy, and safe by using a holistic approach called workplace wellness. She is also the digital strategist for this live stream production. This live stream will be broadcasted via LinkedIn, Facebook, Youtube & Twitter/Periscope simultaneously. Involve your audience by using live streams! Would you like to know more? Feel free to send a 📧 via [LinkedIn](https://www.linkedin.com/in/vivianacquah/) or ![author avatar](https://secure.gravatar.com/avatar/5c87cf45f8d0d438ec8cbeca6446bb31d55021e4b86b612a649ddcd91bb0e586?s=300&d=mm&r=g) Vivian Acquah Vivian Acquah CDE®, certified inclusion strategist, aims to support leaders with creating high-performance environments where inclusivity thrives. Guided by a clear vision of inclusion and empowerment, Vivian works to dismantle systemic barriers and create spaces for people to thrive. With a name that literally translates as ‘water’, Vivian has become a fire extinguisher in the field of inclusive environments. She has provided clients such as Heineken, Nike, LinkedIn, Google, Indeed, Deloitte, Danone, Cargill, Swift, Acrolinx, KLM and Zalando with tangible strategies for embracing inclusive change. [See Full Bio](https://amplifydei.com/author/vivian/) [ ](https://amplifydei.com/author/vivian/) **Categories:** Amplify DEI, Blog EN, Podcast **Tags:** Amplify DEI, DEI, diversity, Diversity Matter, diversity wins, employee engagement, equality, Happiness At Work, HR, human resources, humanizetheworkplace, inclusion, leader, leaders, leadership, linkedin live, manager, mental health, Vivian Acquah, well being, workforce, workplace wellness --- ### [Unlocking Online Presence](https://amplifydei.com/unlocking-online-presence/) **Published:** August 1, 2020 **Author:** Vivian Acquah **Content:** COVID-19 has brought the global population a series of challenges, and it has changed the meaning of life as we know it. With all non-essential employees working from online meetings, conferences, and webinars that used to be fairly uncommon, concepts have become the ‘new normal. ‘ Human beings, especially the participating members of the workforce, are faced with an extraordinarily unusual situation compelling them to adapt to the changing circumstances as a survival technique. [Google](https://edition.cnn.com/2020/07/27/tech/google-work-from-home-extension/index.html) will be allowing employees to keep working from homes until the summer of 2021. If more enterprises follow in Google’s footsteps, it may be a relief to be able to work at home without continually worrying about contracting the virus. However, others may have to find ways to overcome the challenges of remote working and unlocking online presence. *Disclosure: This post contains affiliate links. If you click through and make a purchase,* *I’ll earn a commission, at no additional cost to you.* Table of Contents [\[Open\]](javascript:;)[\[Close\]](javascript:;) - [Who Is Bogdan Manta?](#0-who-is-bogdan-manta-) - [Hosting An Online Training](#1-hosting-an-online-training-) - [Online Meeting Challenges](#2-online-meeting-challenges-) - [Essential Ingredients For Online Presence](#3-essential-ingredients-for-online-presence-) - [Focus On Positive Things](#4-focus-on-positive-things-) - [Create A Favorable Impact](#5-create-a-favorable-impact-) - [Invest In The Right Tools](#6-invest-in-the-right-tools-) - [Avoid These Mistakes!](#7-avoid-these-mistakes-) - [Your Voice Is Important!](#8-your-voice-is-important-) - [Tips For Online Job Interviews](#9-tips-for-online-job-interviews-) - [Bogdan’s Wish For 2025](#10-bogdans-wish-for-2025-) - [Related Topics](#11-related-topics-) ## **Who Is Bogdan Manta?** This episode of *Let’s Humanize The Workplace* hosted by the workplace wellness advocate Vivian Acquah highlights a meaningful conversation on how to unlock your online presence. This episode features a fantastic guest, [Bogdan Manta](https://www.linkedin.com/in/bogdanmanta). Bogdan is a Live Communication Strategist, Negotiations & an L&D Experience Specialist. Bogdan’s background comes from neuro-marketing, (corporate) communications, social psychology, and multifaceted program management, combined with 17 years of complex productions and events. *(Also listen or watch this episode to learn more about #ThePlant and see why I have a love/hate relationship with [\#ThePlant](https://www.linkedin.com/posts/vivianacquah_speaker-linkedinlive-onlinepresence-activity-6666975299000967168-qz7k))* ## **Hosting An Online Training** Talking about the major differences between in-person workshops and virtual workshops, Bogdan Manta shared his expert opinion: *“. Facilitating offline is a completely different thing than facilitating online during a webinar training. Offline, you have a multidimensional environment, and everyone is around you and online, everyone is on your screen.* *This means the way you’re scanning your participants is completely different. The way you read their facial gestures online is much more important than offline.”* ## **Online Meeting Challenges** The advanced virtual world as brilliant as it is comes with its fair share of challenges for those new to online meetings. Many people living amongst us believe conventional meeting settings to be more effective. This pandemic is indeed especially difficult for such people. Vivian Acquah shares: *“Many people feel a bit challenged regarding technology and limited by their tech skills.* *To those people, I just want to say hire a moderator. I’ve been moderating a lot of live sessions, so you don’t have to deal with the technical stress. I have all the technical stress. The only thing that you have to do is log on, show up, and do your magic.”* ## **Essential Ingredients For Online Presence** Transparency, authenticity, and vulnerability is key to an offline or an online presence. It allows one to show their human aspect to enable the audience to connect with them at a higher level and relate to their encounters. As Bogdan Manta eloquently puts it: *The more authentic you are online and offline, the more will benefit your business, your professional profile, and everything. Many people don’t understand that if you are too much of an expert and don’t showcase any human side, soft skills, or emotions, people will not be able to connect with you. You need to bring your personal experiences. People want to learn about what you went through, how you experienced it, what you learned from it, and what you can share with others.”* ## ***Focus On Positive Things*** When it comes to providing your expertise in the form of online content, criticism becomes a part of your routine. To exploit your utmost online presence potential, you must pay attention to constructive criticism while not letting it get to you. Try to create a wall of positivity around you, and do not let criticism hold you back. *You will never make everybody happy. Some people will not like it because it is their taste. Some people will not like it because it’s not the right time or the right moment. And some people will not like it because it’s so darn good that they hate you for it. Focus on constructive criticism, positive things, and helping people rise.” –*says Bogdan Manta regarding criticism. ## **Create A Favorable Impact** There are a few significant factors that you need to always keep in mind to have a favorable impact on your online presence. When you provide content online, be sure to make it relevant, high-quality, and value-adding, helping and engaging your target audience. As Bogdan Manta shares his take on key ingredients for an impactful online presence*, “The first thing is to offer more value than you are paid for and offer more value than people expect. Show kindness, and not only show kindness but also give kindness when you learn, make sure that you teach others, or share the knowledge and pay it forward.”* ## **Invest In The Right Tools** To achieve your online presence objectives, you must take care of the logistics beforehand. Make sure you acquire all the equipment necessary to hold a smooth running webinar. In the words of Vivian Acquah: *“Invest in a good camera, especially now that you are online.* *It doesn’t have to be the most expensive, but do know that quality is important. You never know where you might use your video, it might end up in a showreel, you might end up with a new prospect or lead, or it might end up on LinkedIn Live.”* ## **Avoid These Mistakes!** While online conferences are quite convenient to gather up your colleagues and ensure that your operations keep running, there are a few mistakes that everyone participating in such a conference should avoid. If you are heading an online meeting, know that when you make a minor mistake like pressing a wrong button or anything as such, it is highly likely that no one noticed except you, and you can probably fix it before anyone does notice. Having your camera on and switching between apps rather than paying attention to the speaker is one online mistake people make. Bogdan Manta says: *“If you do only want to listen, switching the camera off, it is much more disrespectful to the host and the other people to have your eyes wandering all over the place as a participant than just switching off your camera.”* ## **Your Voice Is Important!** When there is a lack of physical environment, and people cannot see your body language and gestures, your words and voice become your most useful tools. You need to utilize these to convey not only your verbal message but also your feelings. As Bogdan Manta points out: *Our voice is now so much more important. Because your language is no longer there, you only have one-third of you. And now people are listening to you. You establish a rapport. You develop emotions; you develop neurotransmitters in your participant’s mind; everything or a lot happens with your voice.”* ## **Tips For Online Job Interviews** One major inconvenience that has emerged as a result of the pandemic is online job interviews. An in-person job interview allows the seeker to depend on gestures, posture, and body language to convey their personality; this has been rendered pretty much impossible with online interviews. Here are a few tips Bogdan Manta shared to attain a successful interviewing process: *Make sure that you are sitting and looking into the camera, meaning that you make eye contact, and you’re actively listening to the question. Make sure the light is good and be on time. Give the interviewer the information they need, not the information that you think that they want to hear.”* ## **Bogdan’s Wish For 2025** Technological advancement allows us to work from the comfort and safety of our homes in a manner that would have been impossible two decades ago. However, the entire online meeting phenomenon is new to many of us. We are all trying to adapt to this sudden change and make the best out of it. Continuing the tradition of ending the episode with a hope or a wish, Bogdan Manta expressed his ambition: *“It’s not my wish, it’s my belief and my will. That’s the reason I am doing it together with everyone involved. We want to help people be kind to one. Because the moment there’s more kindness, the moment there’s more perspective, the moment there’s more context, the moment there’s more understanding. We have a higher chance of humanizing the workplace of collaborating better in a multi multifunctional, multicultural, multifaceted across teams, cultures, industries, and so on”*. Don’t forget to visit [The Essential Workshop,](https://tew.thinkific.com/collections?page=2) where Bogdan Manta, Vivian Acquah, and different experts share inspiring workshops to amplify your professional development. Connect with [Bogdan Manta](https://www.linkedin.com/in/bogdanmanta) via LinkedIn or visit [The Essential Workshop](https://www.tew.academy/) ![](https://amplifydei.com/wp-content/uploads/2020/08/The-Essential-Workshops-1024x358-1.png "The-Essential-Workshops-1024x358 - Amplify DEI")## **Related Topics** [Lean In To Shape The New Definition Of Leadership](https://amplifydei.com/lean-in-leadership/) **Host**: [Vivian Acquah](https://www.linkedin.com/in/vivianacquah/) As a Workplace Wellness Advocate, Vivian advises managers on how to keep their team members healthy, happy, and safe by using a holistic approach called workplace wellness. She is also the digital strategist for this live stream production. This live stream will be broadcasted via LinkedIn, Facebook, Youtube & Twitter/Periscope simultaneously. Involve your audience by using live streams! Would you like to know more? Feel free to send a 📧 via [LinkedIn](https://www.linkedin.com/in/vivianacquah/) or ![author avatar](https://secure.gravatar.com/avatar/5c87cf45f8d0d438ec8cbeca6446bb31d55021e4b86b612a649ddcd91bb0e586?s=300&d=mm&r=g) Vivian Acquah Vivian Acquah CDE®, certified inclusion strategist, aims to support leaders with creating high-performance environments where inclusivity thrives. Guided by a clear vision of inclusion and empowerment, Vivian works to dismantle systemic barriers and create spaces for people to thrive. With a name that literally translates as ‘water’, Vivian has become a fire extinguisher in the field of inclusive environments. She has provided clients such as Heineken, Nike, LinkedIn, Google, Indeed, Deloitte, Danone, Cargill, Swift, Acrolinx, KLM and Zalando with tangible strategies for embracing inclusive change. [See Full Bio](https://amplifydei.com/author/vivian/) [ ](https://amplifydei.com/author/vivian/) **Categories:** Amplify DEI, Blog EN, Podcast **Tags:** Amplify DEI, corporate wellness, Duurzame Inzetbaarheid, employee engagement, employee sustainability, human resources, humanize the workplace, humanizetheworkplace, leadership, Linkedin, linkedin live, management, mothers room, online presence, online workshop, visibillity expert, Vivian Acquah, working moms, workplace wellness, workshop, zoom --- ### [Internationaal congres biedt aanpak tegen racisme en discriminatie op de werkvloer - 28 t/m 30 september](https://amplifydei.com/racisme-en-discriminatie-op-de-werkvloer/) **Published:** September 23, 2020 **Author:** Vivian Acquah **Content:** ## **PERSBERICHT** Amsterdam, 23 September 2020 **Vivian Acquah organiseert een 3-daags online internationaal congres voor diversiteit en inclusie op de werkvloer.De Nederlandse workplace wellness advocate brengt meer dan zestig experts uit binnen- en buitenland online samen met als doel een internationale werkvloerrevolutie op de gebieden van Diversity, Equity & Inclusion (DEI) te realiseren.** **Acquah en de experts hebben de missie om met het *Amplify DEI* Congres een sneeuwbaleffect teweeg te brengen bij werkgevers en werknemers om racisme en discriminatie op de werkvloer tegen te gaan.** **De sprekers zijn professionals uit diverse sectoren en vakgebieden en komen o.a. uit Nederland, Amerika, Canada, India, Singapore, Verenigde Arabische Emiraten, Engeland, en Duitsland. Het online *Amplify DEI Summit* vindt van 28 tot en met 30 september plaats.** ## **Diversiteit aanpakken is geen vluggertje** Ongelijke behandeling op de werkvloer op basis van culturele achtergrond, sekse en genderidentiteit is geen onbekend fenomeen. De wereldwijde Black Lives Matter-protesten maken dat nog beter zichtbaar. De impact is groot. Het beïnvloedt het toekomstperspectief van mensen en heeft een negatieve impact hebben op het welzijn en de productiviteit van de werknemers. Acquah is er van overtuigd dat dit anders moet kunnen – met duurzame inzet van ervaringsdeskundigen en het voeden van kennis over diversiteit, gelijkwaardigheid en inclusie. Nu zie je vaak dat organisaties die al willen investeren in het welzijn van medewerkers inzetten met een eenmalige training of individuele oplossingen. Maar diversiteit- en inclusie problematiek wordt hiermee niet aangepakt. Het is essentieel dat dit van binnenuit en structureel moet worden aangepakt. De huidige tijd liegt er niet om. Die verandering bewerkstellig je als je als organisatie blijvend aandacht besteedt aan diversiteit en inclusie met en onder je werknemers. Dit vraagt om een duurzame investering. *“We moeten verder praten, leren en ontwikkelen, zeker nu, om diversiteit en inclusie daadwerkelijk te versterken. Deze summit is ijzersterk juist door de breedte aan invalshoeken die het samenbrengt.”* – [Marjolijn Vlug](https://www.linkedin.com/in/marjolijnvlug/) | HR-Coach ## **De kracht van diversiteit en inclusie ontdekken** Voor het consequent doorvoeren van verandering is het noodzakelijk dat organisaties de diversiteits- en inclusiviteitsuitdagingen kennen én begrijpen. De next step is de opgedane kennis en inzichten internaliseren, zodat er vervolgens ook intern beleid op gemaakt kan worden. Een noodzakelijk fundament. Werkgevers, en ook werknemers, die hierin investeren en zo de kracht van diversiteit en inclusie aan den lijve ondervinden- en dan in positieve zin – realiseren vervolgens efficiëntie en productiviteit bij zichzelf en in hun organisatie, in plaats van racisme, uitsluiting en discriminatie. De toekomst zal uitwijzen dat organisaties die dit proces aangaan, straks uitblinken als leider en als goede werkgever. ***“****Wanneer werkgevers zich onderscheiden op het gebied van diversiteit en inclusiviteit en hun toewijding tonen, dan cultiveren ze een personeelsbestand dat zich betrokken voelt en dat op zijn beurt weer productiever is***“** – [Vivian Acquah.](https://www.linkedin.com/in/vivianacquah/) ## **Professionele en universele kennis en ervaring delen** Acquah heeft zich de afgelopen jaren hard gemaakt om organisaties bij te staan in deze transitie en heeft een internationaal netwerk opgebouwd waar zij kennis en ervaring mee uitwisselt. Eind 2019 besloot zij dat het tijd is deze kennis groots te delen. Het [***Amplify DEI Congres*** ](https://amplifydei.com/)is hiervan het resultaat. Zij hoopt hiermee een toekomst te creëren waarin diversiteit, gelijkwaardigheid en inclusie omarmd worden en geïncorporeerd in alle lagen van de organisatie. De sprekers delen hun ervaringen, kennis en strategieën in actiegerichte talks. Onderwerpen die aan bod komen tijdens deze summit zijn onder andere: ● Mentorship ● Anti Racisme ● Gender diversiteit ● Talentontwikkeling ● Recruitment ● Leiderschap & Management ● Mensen van kleur ● Onbewuste vooroordelen ![Amplify DEI 60+ Speakers diversiteit inclusiviteit racisme discriminatie](https://amplifydei.com/wp-content/uploads/2020/09/Amplify-DEI-60-Speakers-PDF-Template-1024x576-1.jpg "Amplify-DEI-60-Speakers-PDF-Template-1024x576 (1) - Amplify DEI")## **Over initiator Vivian Acquah** Vivian Acquah is een selfmade workplace wellness advocate en de host van de podcast/ LinkedIn Live uitzendingen, *Let’s Humanize The Workplace*. Ze interviewt hiervoor regelmatig internationale en nationale experts over het ‘vermenselijken’ van de werkomgeving. In haar dagelijkse werk adviseert ze organisaties over holistische duurzame inzetbaarheid, waarbij werknemers zelf kunnen kiezen op welk gebied zij hun inzetbaarheid willen versterken. ## **Over Amplify DEI** **Summit** 28 t/m 30 september 2020 Ruim 120 online video’s van meer dan 60 professionals wereldwijd. Voertaal: Engels Voor: Werkgevers, teamleiders, managers, HR-medewerkers, werknemers **\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*\*** **Noot voor redactie (niet voor publicatie)**: Voor beeldmateriaal, informatie en **interviewaanvragen** kunt u contact opnemen met **Myrddin Baars | 06 22 66 88 85** | . **Informatie over het event** Website: [amplifydei.com](https://go.amplifydei.com/) Video intro: [Intro Amplify DEI Summit](http://www.youtube.com/watch?v=Sz6fO3acwtY) E-mail: Telefoon: 0631916922 (Vivian Acquah) **Informatie over Vivian Acquah** Podcast: [Let’s Humanize The Workplace (Engels & Nederlands)](https://podcasts.apple.com/us/podcast/lets-humanize-the-workplace/id1505138189) ![author avatar](https://secure.gravatar.com/avatar/5c87cf45f8d0d438ec8cbeca6446bb31d55021e4b86b612a649ddcd91bb0e586?s=300&d=mm&r=g) Vivian Acquah Vivian Acquah CDE®, certified inclusion strategist, aims to support leaders with creating high-performance environments where inclusivity thrives. Guided by a clear vision of inclusion and empowerment, Vivian works to dismantle systemic barriers and create spaces for people to thrive. With a name that literally translates as ‘water’, Vivian has become a fire extinguisher in the field of inclusive environments. She has provided clients such as Heineken, Nike, LinkedIn, Google, Indeed, Deloitte, Danone, Cargill, Swift, Acrolinx, KLM and Zalando with tangible strategies for embracing inclusive change. [See Full Bio](https://amplifydei.com/author/vivian/) [ ](https://amplifydei.com/author/vivian/) **Categories:** Amplify DEI, Blog **Tags:** Amplify DEI --- ### [The Power Of Working Mothers](https://amplifydei.com/power-of-working-mothers/) **Published:** July 11, 2020 **Author:** Vivian Acquah **Content:** The role of working mothers should not be undermined in the workplace scenario today. They have always played instrumental roles in society, but their contributions to the workplace have become more diverse and valuable with time. This needs to be acknowledged in an effort to empower working mothers and to raise awareness about their human needs at the workplace. In this live broadcast of “Let’s Humanize The Workplace,” Vivian Acquah, the workplace wellness advocate, talks about the power of working moms and of ways to inspire employers to do better for working moms. *Disclosure: This post contains affiliate links. If you click through and make a purchase,* *I’ll earn a commission, at no additional cost to you.* Table of Contents [\[Open\]](javascript:;)[\[Close\]](javascript:;) - [Vivian Acquah?](#0-vivian-acquah-) - [Unhygienic Mother’s Rooms](#1-unhygienic-mother%E2%80%99s-rooms-) - [Introduction](#2-introduction-) - [Maternal Wall Bias](#3-maternal-wall-bias-) - [The Power Of Motherhood](#4-the-power-of-motherhood-) - [Flexible](#5-flexible-) - [Inclusive Parent Policies](#6-inclusive-parent-policies-) - [Biases Can Affect The Health Of The Baby](#7-biases-can-affect-the-health-of-the-baby-) - [Women Are Vital](#8-women-are-vital-) - [Related Topics](#9-related-topics-) ## ******Vivian Acquah?****** Vivian Acquah, being a mom to the 6-year-old Orlando (who is the inspiration behind her becoming a workplace wellness advocate)and having struggled with postnatal depression and pregnancy discrimination at her workplace, feels very strongly about making the workplaces more “human” for working mothers. She begins by bringing up an inspirational post by [Maya Pope-Chappelle](https://www.linkedin.com/in/mayapopechappell/), a LinkedIn news editor and presenter of the [\#HowIGotHere](https://www.youtube.com/watch?v=cQ5ysSzpec0) interviews. Vivian Acquah says, “**o*ne of the* [*posts*](https://www.linkedin.com/posts/mayapopechappell_maternityleave-matleave-activity-6609848603106209792-KFe-) *that Maya shared last year was about her returning to work after her maternity leave, which is very inspiring.* I*t challenged me to share examples like this more often because we need to share stories about how women are dealing with the fact that they are coming back out to work, and how they can integrate their new work-life situation.****“* ## **Unhygienic Mother’s Rooms** In this live broadcast, Vivian Acquah mentioned a [photoshoo](http://www.floorfortunati.nl/portfolio/photos/melk-in-de-meterkast/)t by Floor Fortunati that highlighted the alternative mother’s rooms or “unhygienic” mother’s rooms in the Netherlands, where breastfeeding mothers have to pump due to the absence of better facilities. This included photographs of women pumping in a restroom, storage room, or even in a car. In her effort to humanize the mother’s room, she wrote an [open letter](https://resources.wellcertified.com/articles/an-open-letter-for-humanizing-mothers-rooms/) to every CEO, real estate investor, facility manager, real estate broker, commercial building architect and designer to include such facilities in their premises. “***I know that there are a lot of small companies out there there are facing challenges regarding humanizing the mothers’ room, but then again, the question that I have is, “Would you eat your four-course meal in the restroom?****”* says Vivian Acquah. [![](http://www.floorfortunati.nl/wp-content/uploads/2015/12/DSC0035zw-1920x1277.jpg)](http://www.floorfortunati.nl/portfolio/photos/melk-in-de-meterkast/)[Floor Fortunati Melk in de meterkast](http://www.floorfortunati.nl/portfolio/photos/melk-in-de-meterkast/)## **Introduction** Vivian Acquah invited the guest speaker [Natasha Wahap](https://sg.linkedin.com/in/natashawahap), a chief happiness officer at Grab in Singapore, to talk about the power of working moms. Her goal is to ensure that people are passionate about their work while bringing them the best employee experience. Her second guest speaker [Marjolijn Vlug](https://nl.linkedin.com/in/marjolijnvlug/) is a job coach for people who know what they want, helping them out with more clarity and less stress. She also advises organizations about improving their overall HR recruitment experience. ## **Maternal Wall Bias** Maternal wall bias is something that exists in workplaces and needs to be eloquently addressed. “*Maternal wall bias occurs when colleagues view mothers or pregnant women as less competent and as less committed to their jobs. It’s a major problem for a woman’s career advancement. It can manifest in different ways coming from hiring committees, colleagues, or individuals conducting performance evaluation,” explains Vivian Acquah.* Working women during their pregnancy are stereotyped with various labels. The “pregnancy brain” is associated with the hormonal and physical changes endured by pregnant women affecting their cognitive abilities by reducing their attention span and causing mental fogginess. While some people consider that the pregnancy brain is a myth, some people endure it and need assistance and support to break through this invisible wall. ## **The Power Of Motherhood** The power of motherhood is unmatched. Companies should treat working mothers as their most precious possession. As Vivian Acquah says, “***Beyonce also shared that once she became a mother, she did not need to address her persona Sasha Fierce. She already knew that she had it in her, but she knew the power of a mother who is empowered. If you have that in the workplace, definitely utilize it but also embrace the mother.****“* During pregnancy, women sometimes feel weak, and their motivation level drops, affecting their productivity, however, majority women after their maternity leave are more focused and highly motivated. Marjolijn Vlug brings up “***The example of Serena, who continued to perform highly after having become a mother, and proving that women are capable of resuming with higher energy and more productivity*.**” Taking the example of Serena, who won a Grand Slam, proves that women are capable of resuming with higher energy and more productivity. Working mothers are very flexible; they adjust to situations very easily. ## **Flexible** Natasha Wahap believes that mothers are “***incredibly adaptable***.” They manage their families and balance work ideally. Nevertheless, women in the 21st century are usually fired from their job for having a baby, suddenly her performance is devalued for the management and is seen as someone incapable of working. Companies should support working and pregnant mothers by accommodating them, addressing their problems, and finding solutions accordingly. According to Marjolijn Vlug women can be facilitated in different ways she suggests companies to “W***ork out an employee journey, map.****“*The firms should involve working women to plan a work environment suitable according to their needs. ## **Inclusive Parent Policies** Moreover, they should also introduce policies not just for mothers but also for fathers, which means policies that are flexible for parents to manage. A parent policy is essential in workplaces to help more employees become more productive. According to Vivian Acquah, “***I also want to address the fact that companies that are watching to try to create more inclusive parent policies.****“* It is essential to provide information and raise awareness amongst women who deal with pregnancy, and post-pregnancy effects as their mind and body go through prominent transformations. For women, the transformation is not only physical but mental; their priorities change with an addition of multiple responsibilities, so they must be well notified about the local guidelines and encouraged to connect more with their family for support and motivation. ## **Biases Can Affect The Health Of The Baby** Families should help out in making them feel content as for women having a changing body is already challenging. Women in their pregnancies must be supported as these pregnancy traumas can lead to disturbing relations and affect the health of the child and the mother. Moreover, mothers should also take care of their mental well being by investing time and energy in the things that fill their cup a.k.a. some personal time so their mind and body can relax. For example, they should go out for a walk, read a good book, meet with friends, etc. Biases should be addressed, and everyone should stand together in this. ## **Women Are Vital** In conclusion, women form a vital part of society, whether it is through their work in homes or at the workplace. These are the same women who give birth to a new generation, and this not only increases their worth but also shows their strength. Pregnant working women should be valued and appreciated in our societies. Companies should consider it their responsibility to make the working environment most suitable for them. Connect with [Natasha Wahap](https://sg.linkedin.com/in/natashawahap), and [Marjolijn Vlug](https://nl.linkedin.com/in/marjolijnvlug/) via LinkedIn. ## **Related Topics** [Lean In To Shape The New Definition Of Leadership](https://amplifydei.com/lean-in-leadership/) **Host**: [Vivian Acquah](https://www.linkedin.com/in/vivianacquah/) As a Workplace Wellness Advocate, Vivian advises managers on how to keep their team members healthy, happy, and safe by using a holistic approach called workplace wellness. She is also the digital strategist for this live stream production. This live stream will be broadcasted via LinkedIn, Facebook, Youtube & Twitter/Periscope simultaneously. Involve your audience by using live streams! Would you like to know more? Feel free to send a 📧 via [LinkedIn](https://www.linkedin.com/in/vivianacquah/) or ![author avatar](https://secure.gravatar.com/avatar/5c87cf45f8d0d438ec8cbeca6446bb31d55021e4b86b612a649ddcd91bb0e586?s=300&d=mm&r=g) Vivian Acquah Vivian Acquah CDE®, certified inclusion strategist, aims to support leaders with creating high-performance environments where inclusivity thrives. Guided by a clear vision of inclusion and empowerment, Vivian works to dismantle systemic barriers and create spaces for people to thrive. With a name that literally translates as ‘water’, Vivian has become a fire extinguisher in the field of inclusive environments. She has provided clients such as Heineken, Nike, LinkedIn, Google, Indeed, Deloitte, Danone, Cargill, Swift, Acrolinx, KLM and Zalando with tangible strategies for embracing inclusive change. [See Full Bio](https://amplifydei.com/author/vivian/) [ ](https://amplifydei.com/author/vivian/) **Categories:** Amplify DEI, Blog EN, Podcast **Tags:** Amplify DEI, corporate wellness, Duurzame Inzetbaarheid, employee engagement, employee sustainability, human resources, humanize the workplace, humanizetheworkplace, lactation, lactation room, leadership, linkedin live, management, maternal wall, mothers, mothers room, Natasha Wahap, parenthood, Vivian Acquah, working moms, working mother, working mothers, workplace wellness --- ### [Back To Reality?](https://amplifydei.com/back-to-reality/) **Published:** July 4, 2020 **Author:** Vivian Acquah **Content:** The ongoing pandemic has put the entire world into a survival mode. It has driven us to such unusual circumstances where all of us are trying our best. We are trying to figure out the “new reality.” Students are attending online classes, employees are getting used to working online, and everyone is coping with being isolated and away from their friends and social circle. It has been eye-opening as well as somewhat chaotic. Staying home and taking a break from their hectic routines have allowed families to bond and get to know each other better. At the same time, it has adversely affected our mental well-being. It is indeed a novel situation where nobody is aware of the rules. *Disclosure: This post contains affiliate links. If you click through and make a purchase,* *I’ll earn a commission, at no additional cost to you.* Table of Contents [\[Open\]](javascript:;)[\[Close\]](javascript:;) - [Going Back To The Old Normal?](#0-going-back-to-the-old-normal-) - [Introduction](#1-introduction-) - [Back To Life?](#2-back-to-life-) - [Check-In With Your People](#3-check-in-with-your-people-) - [Trust, Teamwork, and Technology](#4-trust-teamwork-and-technology-) - [Co-Create The New Reality](#5-co-create-the-new-reality-) - [Be Mindful](#6-be-mindful-) - [Managers Show Your Human Side](#7-managers-show-your-human-side-) - [Change Is The New Normal](#8-change-is-the-new-normal-) - [Ensure Psychological Safety](#9-ensure-psychological-safety-) - [Related Topics:](#10-related-topics-) ## ****Going Back To The Old Normal?**** The concept of staying indoors and working from homes has impacted employees all across the globe. While some may appreciate the professional environment at their offices, others are cherishing their extra time with their families outside of a traditional 9-5 working culture. However, soon it will be time to return to the formal workplace and, out of a sudden, go back to the old normal. The question that arises here is, how does an individual make this transition? There will be employees who might prefer the idea of working from home. Some employees may want a more flexible working atmosphere. ## **Introduction** In this episode of *[Let’s Humanize The Workplace](https://www.youtube.com/playlist?list=PLlc8r5u8xqe3Nj2i1Ni26DTZddvqsQ1Br)*, hosted by Vivian Acquah; She discusses the challenges and opportunities of going back to reality and acquiring more flexibility at workplaces. This episode features inspiring guests: [Rishita Jones](https://nl.linkedin.com/in/rishita-jones-mcipd) who is building human-centered HR practices using Agile HR, design thinking & technology to enrich the employee experience, [Messalina Tiro](https://nl.linkedin.com/in/messalina-tiro); a trained cultural anthropologist turned strategic communicator who helps companies re-imagine their communication and make them stick and [Sangbreeta Moitra](https://nl.linkedin.com/in/sangbreeta); TEDx speaker and global strategist on hacking the brain to transform behavior, communication & leadership presence during a crisis. ## **Back To Life?** Inspired by a song from the late 1980s by Soul II Soul, “*[Back to Life](https://youtu.be/TB54dZkzZOY)*,” this broadcast shines a much-needed light on coming out of the COVID-19 lockdown and returning to reality. While some enterprises like [Google](https://www.theverge.com/2020/5/8/21252240/google-employees-essential-staff-remote-work-from-home-2021) are allowing employees to work from home till the end of the year, others are nudging their employees to come back to the physical offices. It makes one wonder how businesses are going to welcome their employees? There have been instances at workplaces where employees are [monitored continuously](https://www.wsj.com/articles/lockdown-reopen-office-coronavirus-privacy-11588689725). Monitoring can be a way to ensure that employees keep working rather than procrastinating. However, employees need a certain degree of autonomy to utilize their maximum potential, especially when transitioning from remote working. Constant monitoring leads to a lack of psychological safety at the workplace and prevents employees from being their true selves, taking risks, and challenging themselves*.* *As Sangbreeta Moitra puts it, “**How do you expect your people to do their best when you don’t offer them psychological safety?*** Rather than focusing on constant supervision to compel employees into working consistently, a more effective approach could be to conduct “check-ins.” ## **Check-In With Your People** Such check-ins portray a personal touch to employees and allow managers to communicate in a more humanized manner and encourage transparent communication. Organizations need to begin the process of asking people to come back gradually rather than enforcing their employees who may not be ready yet. According to Vivian Acquah, organizations should*: “**Ask questions about who is comfortable about coming back. Test the pilot for a couple of weeks and then gradually add in more people and be aware that people might be saying yes because they feel some kind of pressure, which is why you need to find ways to connect to people**.”* ## **Trust, Teamwork, and Technology** *T*he success of any business depends on teamwork and interdepartmental collaboration, which the lockdown has made quite challenging. The global business community is dealing with a dispersed workforce that needs to cooperate and act as a team to succeed*. As Rishita Jones says: “**Right now we are experiencing the future of work, which is a dispersed workforce. And the three pillars that will hold this workforce together are trust, teamwork, and technology. If you lead by fear in these circumstances, you will not create a team environment, and this will stop collaboration, which stops creativity, which stops innovation.**“* ## **Co-Create The New Reality** There is a possibility of some employees not being ready to come back to work yet. Managers need to be mindful of the fact that many people are experiencing loss. Some may have health conditions, and some may be grieving a lost loved one. Give your employees a moment to process their emotions to prevent workplace burnouts. Everyone is going through changing circumstances, and we need to take time to adjust and adapt. *“**It is a pain that is collective**”-* Messalina Tiro*.* It is time for businesses to branch out and redefine the new reality *“Together with our employees together; we can co-create what reality looks like. **A humanized and a more people-centered reality that brings a better balance to our lives**.”* -says Rishita Jones about creating a new reality that benefits the managers as well as employees. ## **Be Mindful** The definition of a job needs to shift from working certain hours a day and going home to a flexible form where people add value to a business outside of a certain location and a specific period. As Sangbreeta Moitra says, *“**We have to be resilient, flexible and adaptive**.”* Although organizations need to make changes, increase the human factor, and offer flexibility, individuals need to modify their work lives as well. Think about what awakens your creative intellect, allows you to enhance your productivity, and makes use of your talent. As Vivian Acquah puts it eloquently, *“**Be mindful of your health. Be mindful of your time and be mindful of what you do because we are not living for our work. We need our work to sustain our life and our creativity.**”* ## **Managers Show Your Human Side** An excellent way for managers to amplify the human factor at a workplace is by showing their vulnerable and human side to connect with their subordinates and encourage them to embrace their true personalities and vulnerability by leading by example. This can be done quite easily if businesses invest in training managers to uplift their abilities and equip them with the tools to create an atmosphere of honesty and transparent communication. *“**We need to have a transparent culture that invests in training managers to have honest conversations**”* Messalina Tiro The lockdown has exposed businesses and their culture and shown the world their strategies which we need to fix. *“We need to transition to a new culture of personal development or L&D.” – according to [Sven Lauch](https://uk.linkedin.com/in/svenlauch)“.* ## ***Change Is The New Normal*** Once the pandemic is over, and we come out of the lockdown, change is going to be the new reality. Right now, in a world of uncertainty, change is indeed the only certain fact, especially in the modern workplace. As Rishita Jones says, *“**Change is going to become very constant, and we need to equip our employees, our organizations to be able to deal with that accept, embrace and thrive in change.**“* ## **Ensure Psychological Safety** While we go back to our workplaces and move forward towards new cultures, new strategies, and a new work ethic, we need to be mindful of those around us. Managers need to ensure psychological safety for employees, and employees need to learn to react to altered circumstances. In the words of Sangbreeta Moitra: *“**Let’s keep in mind that before we react to whatever is happening, we also think of the state of mind of the people we’re working with.*** ***Try to think of what’s their stressor, their need, what will give them the psychological safety and the ambiance and environment that thrive. And at the end of the day, adversity triggers opportunity.*** ***So with that perspective in mind, let’s embrace all the opportunities that we will get all working together soon****.”* Concluding this invigorating chat on an advisory note, Vivian Acquah emphasized on the significance of being mindful of others and their situation. *“**I mean, everybody has a different state of mind and a different background. We are all in the same storm, but we don’t have the same boat. So be mindful about that.”*** Connect [Rishita Jones, Messalina Ti](https://nl.linkedin.com/in/rishita-jones-mcipd)[ro ](https://nl.linkedin.com/in/messalina-tiro)and [Sangbreeta Moitra](https://nl.linkedin.com/in/sangbreeta) via Linkedin or via Twitter [Rishita Jones](https://twitter.com/JonesRishita), and [Sangbreeta Moitra](https://twitter.com/Sangbreeta). ## **Related Topics:** - [Leader Put Your People First](https://amplifydei.com/leader-put-your-people-first/) - [Lean In To Shape The New Definition Of Leadership](https://amplifydei.com/lean-in-leadership/) **Host**: [Vivian Acquah](https://www.linkedin.com/in/vivianacquah/) As a Workplace Wellness Advocate, Vivian advises managers on how to keep their team members healthy, happy, and safe by using a holistic approach called workplace wellness. She is also the digital strategist for this live stream production. This live stream will be broadcasted via LinkedIn, Facebook, Youtube & Twitter/Periscope simultaneously. Involve your audience by using live streams! Would you like to know more? Feel free to send a 📧 via [LinkedIn](https://www.linkedin.com/in/vivianacquah/) or ![author avatar](https://secure.gravatar.com/avatar/5c87cf45f8d0d438ec8cbeca6446bb31d55021e4b86b612a649ddcd91bb0e586?s=300&d=mm&r=g) Vivian Acquah Vivian Acquah CDE®, certified inclusion strategist, aims to support leaders with creating high-performance environments where inclusivity thrives. Guided by a clear vision of inclusion and empowerment, Vivian works to dismantle systemic barriers and create spaces for people to thrive. With a name that literally translates as ‘water’, Vivian has become a fire extinguisher in the field of inclusive environments. She has provided clients such as Heineken, Nike, LinkedIn, Google, Indeed, Deloitte, Danone, Cargill, Swift, Acrolinx, KLM and Zalando with tangible strategies for embracing inclusive change. [See Full Bio](https://amplifydei.com/author/vivian/) [ ](https://amplifydei.com/author/vivian/) **Categories:** Amplify DEI, Blog EN, Podcast **Tags:** Amplify DEI, back to the office, corona, corporate wellness, covid-19, Duurzame Inzetbaarheid, employee engagement, employee sustainability, human resources, humanize the workplace, humanizetheworkplace, leader, leadership, linkedin live, management, manager, Messalina Tiro, monitoring, reality, Rishita Jones, Sangbreeta Moitra, Vivian Acquah, well being, workforce, workplace wellness --- ### [Leader Put Your People First!](https://amplifydei.com/leader-put-your-people-first/) **Published:** June 13, 2020 **Author:** Vivian Acquah **Content:** Leaders know that the workplace is a second home for almost all employees. It is where they spend most of their days and the better part of their years. Some employees take the stress and anxiety from their jobs home, which can cause challenges in their personal lives. A place where a person spends so much time and energy; should be a place of respect, support, and care. There should be an environment of personal and professional growth. The importance of creating a people-centric organization cannot be stressed enough. Businesses that put their people first have reported a growth in employee productivity as well as increases in profits. In this live broadcast of Let’s Humanize The Workplace, Vivian Acquah, the workplace wellness advocate, discusses the significance of putting people first at a workplace. Table of Contents [\[Open\]](javascript:;)[\[Close\]](javascript:;) - [Workplace Wellness Definition](#0-workplace-wellness-definition-) - [Ingredients For A People-Centric Company](#1-ingredients-for-a-people-centric-company-) - [People First Leader](#2-people-first-leader) - [Prevent Workplace Burnout](#3-prevent-workplace-burnout) - [Trust In The Workplace](#4-trust-in-the-workplace) - [The Future Workforce](#5-the-future-workforce) - [The Place Of Technology](#6-the-place-of-technology) ### **Workplace Wellness Definition** When questioned about her definition of workplace wellness, Vivian said: **“*When it comes to workplace wellness, everybody has different needs and values. I see workplace wellness as a holistic way of keeping people sustainable and helping them maintain a balance between their physical, mental, career, social, financial, and environmental wellbeing*.”** In this session of her live broadcast of Let’s Humanize The Workplace, she interviewed two experts: [Clare Moore](https://www.linkedin.com/in/clare-moore-75955119/) and[ Mark Williams](https://www.linkedin.com/in/mark-williams-people-first/) from [People First](https://www.linkedin.com/company/team-people-first/). Clare is an experienced communications professional, working in Human Resource Management. She has a genuine passion for what she does and is excited to see how technological development can enhance a workplace environment. Mark, on the other hand, is making tremendous efforts in rehumanizing the workplace. He is working on building enjoyable technology that helps managers improve the well being of their employees. Both Clare and Mark work at People First, a cloud-based HR management platform that helps businesses manage their HR administration by connecting people. ### **Ingredients For A People-Centric Company** To create a people-centric company, it is of major significance that managers encourage and motivate their employees. At any workplace, there needs to be a balance of power between leaders and their employees. It needs to be acknowledged that both parties bring something valuable to the table and are equally important to the company. Moreover, to encourage workplace wellness, managers can carry out wellness audits to ensure that their employees are taken care of and get the support they need. As Clare Moore says: “***Employers need to keep in touch with their employees and know when they might not be at their best emotionally or physically***.” Furthermore, people tend to change over time. As they continue to grow, their goals and dreams do so too. Employees should be provided with opportunities that help them grow and achieve their ambitions. Their issues need to be addressed, and their needs should be met. Mark Williams, when talking about supporting changing needs, says: **“ *It is about respecting the different needs that people have and different values while giving them a menu of what they can choose to help work on.*“** ### People First Leader Perhaps one of the essential attributes of a healthy and efficient workplace is a great leader. The question that arises is, what is the definition of a great leader? A noteworthy leader has several qualities. They are someone who employees can go to in their time of need. They are a person that people can trust with their professional as well as personal lives. **Clare Moore states, “*A leader is somebody that can motivate and inspire people to work towards a common goal.*“** A leader needs to be able to take the initiative, always be energized, ensure effective communication throughout the organization, be committed to their cause, and be someone who gets things done. Not putting people first creates several problems; one of the worst problems is burnout. Employees find themselves emotionally and physically drained by their jobs. Working in a toxic environment causes them to become disengaged. Employees need motivation and recognition to be more productive. Not feeling valued at the workplace has adverse effects on morale and productivity. ### Prevent Workplace Burnout ***“Not being appreciated, or doing something that is below your values, being hard on yourself, being a perfectionist, or being in an environment that you always have to deliver. And never have time to recharge and have no work-life integration; that’s when people start to burn out.” –*** Vivian Acquah’s take on workplace burnouts. One way to help employees who are overtaxed is following the NBA’s practice of ‘[Load Management](https://www.espn.com/nba/story/_/id/28066201/nba-load-management-know-know).’ As the name suggests, load management refers to one managing their ‘load’ or stress. While for NBA players, it means monitoring their physiological stress, at a workplace, it can be implemented to help employees manage their physical as well as psychological stress. Employees can constantly observe themselves and recognize signs of distress to get the support they need from their employers. A difficulty that managers may find themselves dealing with often is how to know about the wellness of your employees if they are not sharing with you. As a manager, it is not easy to recognize when an employee might be going through a personal issue if they do not share it with you. You may see signs of pain in the mistakes they make at work or the decrease in their productivity or when they call in sick more often. Vivian Acquah gives a solution to this problem: “***We need to have some real conversations so that we can get to know the people we are working with.*** “ ### Trust In The Workplace There needs to be an environment of trust in the workplace. Trust is not something that happens instantly. It takes time to build trust in a relationship, whether it is personal or professional. As Vivian Acquah says, “***A must-have ingredient within a company is trust***.” To build trust, an employer needs to engage with his people. Employers also need to trust their workers too. “***You’ve got to be consistent; you’ve got to be honest. And you’ve got to trust your people to do their job,***” says Clare Moore when discussing how trust is a mutual understanding at the workplace. For a business, a healthy work environment brings a multitude of benefits. When employees feel well, they are doing a job that they love and are allowed to be themselves at work; they will become content, productive, and efficient workers. Talking about the benefits of workplace wellness, Vivian Acquah says, “**I*f your employees are advocating about how good it is at that company, you’ll see that you’ll spend less money on recruiting. To see that the people are staying longer and reflecting well on your clients.***“ We live in a world where information is vital. It spreads like wildfire. A company that does not show employees that they care is telling the world that they do not care for their employees. Such a company is highly likely to lose its best talents and gain a notorious reputation. “***You can have a brand with the biggest name, you can give people salaries, but if people don’t feel like you care for them, they are going to talk,***“-said Vivian Acquah discussing the impact of not putting your people first. ### The Future Workforce The next generation of the workforce is mindful of who they chose as their employer. They are aware of the importance of their wellbeing and want to work to live rather than live to work. “***Before it was companies who were choosing and they were picky about who they wanted to hire. But now the employees have the choice,***” says Vivian Acquah about how tables have turned. When asked about her thoughts on Simon Sinek’s quote, ***“Leaders are not responsible for the results. Leaders are responsible for the people who are responsible for the results.***“ Clare Moore said: “***If you nurture your people, they’re going to deliver for you.***” This shows that companies need to consider the time and resources they spend on workplace wellness as an investment since it brings results. It leads to happier employees who ensure the satisfaction of customers. ### The Place Of Technology The global technology-led environment has although made people more remote and distanced, and it is all about how we use technology in the first place. Technology ought to be utilized to make things better for people at the workplace, where they feel energized when they leave their workplace and are more connected. Ending the live broadcast on a helpful note, Mark Williams talks about how People First is an organization that helps other companies create an environment of engagement and connectivity through software and technology. He says, “***There’s a lot of things that employees could and should do. It’s just challenging to scale. And that’s why we do software to make sure that if you want to have that kind of culture, then you can scale it relatively easily***.” ***What kind of actions are you or your company taking to putting people first in the workplace?*** Connect via LinkedIn: [Clare Moore](https://www.linkedin.com/in/clare-moore-75955119/),[ Mark Williams](https://www.linkedin.com/in/mark-williams-people-first/) & [People First](https://www.linkedin.com/company/team-people-first/) or via Twitter: [Clare Moore](https://twitter.com/Clare_Moore), [Mark Williams](https://twitter.com/futurlix) & [People First](https://twitter.com/TeamPeopleFirst) Related episode: [Women of Color Secure A Seat At The Table](https://amplifydei.com/secure-a-seat-at-the-table/) **Host**: [Vivian Acquah](https://www.linkedin.com/in/vivianacquah/) As a Workplace Wellness Advocate, Vivian advises managers on how to keep their team members healthy, happy, and safe by using a holistic approach called workplace wellness. She is also the digital strategist for this live stream production. This live stream will be broadcasted via LinkedIn, Facebook, Youtube & Twitter/Periscope simultaneously. Involve your audience by using live streams! Would you like to know more? Feel free to send a 📧 via [LinkedIn](https://www.linkedin.com/in/vivianacquah/) or ![author avatar](https://secure.gravatar.com/avatar/5c87cf45f8d0d438ec8cbeca6446bb31d55021e4b86b612a649ddcd91bb0e586?s=300&d=mm&r=g) Vivian Acquah Vivian Acquah CDE®, certified inclusion strategist, aims to support leaders with creating high-performance environments where inclusivity thrives. Guided by a clear vision of inclusion and empowerment, Vivian works to dismantle systemic barriers and create spaces for people to thrive. With a name that literally translates as ‘water’, Vivian has become a fire extinguisher in the field of inclusive environments. She has provided clients such as Heineken, Nike, LinkedIn, Google, Indeed, Deloitte, Danone, Cargill, Swift, Acrolinx, KLM and Zalando with tangible strategies for embracing inclusive change. [See Full Bio](https://amplifydei.com/author/vivian/) [ ](https://amplifydei.com/author/vivian/) **Categories:** Amplify DEI, Blog EN, Podcast **Tags:** Amplify DEI, Clare Moore, corporate wellness, Duurzame Inzetbaarheid, health, human resources, humanize the workplace, humanizetheworkplace, job, jobs, leader, leaders, leadership, linkedin live, management, manager, Mark Williams, mental wellness, people first, PeopleFirst, Vivian Acquah, well being, workforce, workplace wellness --- ### [Lean In To Shape The New Definition Of Leadership](https://amplifydei.com/lean-in-leadership/) **Published:** June 27, 2020 **Author:** Vivian Acquah **Content:** The global environment is changing. Nothing is as it was 40 years ago. We, as human beings, have evolved and become more aware of our emotions. While individuals may have changed their behavior, the modern workplace is not entirely modern yet. It is time that workplaces lean in and adopt the humanizing factor. *Disclosure: This post contains affiliate links. If you click through and make a purchase,* *I’ll earn a commission, at no additional cost to you.* Table of Contents [\[Open\]](javascript:;)[\[Close\]](javascript:;) - [Improve The Definition of Leadership](#0-improve-the-definition-of-leadership-) - [Time To Lean In](#1-time-to-lean-in-) - [C-level Underrepresentation Of Women](#2-c-level-underrepresentation-of-women-) - [Stop Wasting Human Capital](#3-stop-wasting-human-capital-) - [Upgrade Parental Leave](#4-upgrade-parental-leave-) - [Mother’s With Ambition](#5-mothers-with-ambition-) - [Fight Bias](#6-fight-bias-) - [The Gender Pay Gap](#7-the-gender-pay-gap-) - [Likeability Bias](#8-likeability-bias-) - [Wish For The Future](#9-wish-for-the-future-) - [Resources](#10-resources-) - [Related Episodes](#11-related-episodes-) ## **Improve The Definition of Leadership** In this live broadcast of “Let’s Humanize the Workplace,” Vivian Acquah, the workplace wellness advocate, talks about the need to improve our definition of leadership in the workplace. There is a serious need for managers to become leaders rather than bosses. They need to treat their employees as human beings who can feel emotions and have the need to be recognized for a job well done. Managers need to show their appreciation for their employees. This is not difficult. It does not entail any cost. It can be done with just a few words of motivation. As Vivian Acquah puts it, “***use words of encouragement so that people can, feel grateful, wanted, and valued for the effort that they’re making***.” Moreover, it is crucial that the gratitude expressed is heartfelt, authentic, and not forced. It can be an excellent source of motivation that can inspire an employee to be more productive and become a better member of the organization. A manager does not need to wait for a huge moment to appreciate their employees. “**E*ncourage your team members to share the small wins, gratitude can do so much for building a positive culture, and it is free***,” says Vivian Acquah on how leadership can be changed. ## **Time To Lean In** In this session of her live broadcast, Vivian and [Melissa Romero](https://www.linkedin.com/in/melissart/) discuss the problems women face at their workplaces and address these problems. Melissa led until recently Gillette’s business operations in France and Benelux. An engineer by education, co-founder and Chair of the [Lean In](https://amzn.to/3dCEGdG) movement in the Netherlands, is striving to bridge the gender gap in the Netherlands and shape a new definition of leadership, as this is the mission she and her team have defined for [Lean In | Netherlands](https://www.leaninnl.org/home). Lean In is a global Non-Profit organization founded by the COO of Facebook, Sheryl Sandberg. [Lean In](https://amzn.to/3dCEGdG) addresses common gender equality issues that enable people worldwide, via the power of peer mentorship, through “[Lean In Circles](https://leanin.org/circles)“: small groups which gather once a month to learn new skills and commit to one micro action per month in pro of their self-advancement. When asked about the reason behind the need to reshape the definition of leadership, Melissa Romero says, *“****The model of leadership or the box where we put good leaders is a very old fashioned one****.* ***The way that a leader is supposed to act is quite unsettling: it seems necessary to be the loudest in the room, or be banging on tables***.” According to Melissa Romero, the new definition of leadership is:” **W*here everybody can be 100% themselves and still make it to whatever their ambitions are.****”* ## **C-level Underrepresentation Of Women** Society is made by men and women together, and it would be more productive if all of us were included and allowed to lead and contribute equally. Today, women are underrepresented all across the globe. Only 7% of CEOs are women while accounting as only 8% of the national leaders. “***It is vital that women are included in the conversation and in decision making because they will be representing half of the population***,”-says Melissa Romero when talking about the need to change leadership styles and include women. ## **Stop Wasting Human Capital** Inclusiveness and diversity play a significant role when it comes to achieving our collective potential. Without including all genders and ethnicities, precious human capital is being wasted. We all need to be allies for each other. According to Melissa Romero, not including all types of people is equivalent to using 6 out of 11 football team players. We all have different valuable intellectual and emotional capabilities that need to be utilized. Unfortunately, “**R*esearch that shows that we* are all victims of “**[**affinity bias**](https://leanin.org/gender-bias-cards/grid/bias-overview/affinity),” which makes us promote others that look like us. This unconsciously hurts the progression opportunities for minority groups, given the top looks very homogenous at the time being*, “*-says Melissa discussing how inequalities continue to perpetuate themselves through the vicious circle of unconscious bias. In the Netherlands, 56% of the graduates are women, while 25% of managers are women, and only 6% are in [C level position](https://www.mckinsey.com/featured-insights/europe/the-power-of-parity-advancing-gender-equality-in-the-dutch-labor-market). The statistics speak for themselves, showing how much potential is being wasted. ## **Upgrade Parental Leave** Another aspect is that mainstream media fails to report on is parental leave and especially parental leave for the non-birth giving partner. While companies like Facebook and Uber are offering up more than 9 weeks of parental leave to the non-birth parent, most of the companies in the Netherlands maintain the legally required bare minimum of 5 days off. “***I think on paying lip service, you need to adjust your internal policies to go beyond whatever is the legal burden, to level the playing field***,” says Melissa Romero when talking about how the importance of parental leave. ## **Mother’s With Ambition** It is also important to acknowledge that women who give birth and return to their jobs do not become less ambitious, less productive, or lose the ability to handle their usual work. On the contrary, if anything, they become more ruthless at prioritizing and driving productivity from within. However, each case needs to be treated individually, and there needs to be an open conversation between managers and mothers returning to work about how to best set these women up for success, considering topics as how to handle promotions after returning from parental leave and potential transition periods to gradually coming back to work, if this is what will allow this employee to be at her best, under the new circumstances. Discussing the issue of maternal leave and assumptions about the productivity of new and expectant mother Melissa Romero says, “**Y*ou can go and have a kid and come back to another level if you deserve it***.” Employers mustn’t make assumptions about their employee’s situation and needs. Communication is key in all aspects of life. As Vivian Acquah eloquently put it:” **W*ithout even talking to somebody, you’re writing somebody else’s story without even knowing their background, and we should stop that; just have a conversation with the person*.**” ## **Fight Bias** Lean In, along with Stanford University and Paradigm, has developed a program called “[50 ways to fight bias](https://leanin.org/50-ways-to-fight-gender-bias),” which highlights the top 6 biases that hold women back in the workplace. Amongst these biases, [maternal bias](https://leanin.org/gender-bias-cards/grid/bias-overview/maternal) is at the top. There needs to be an environment where the miracle of birth is not something that holds a woman back. Wanting to have a family should not affect a woman’s career. The gender pay gap is perhaps one of the most offensive yet common ways women all over the world are still mistreated. While companies are working hard to eliminate these inequalities and we hear more and more in the news, it remains a serious concern that needs to be addressed in order to achieve Goal 5 and Goal 11 from the [UN 2030 SDG’s](https://sustainabledevelopment.un.org/?menu=1300) (Sustainability development goals) and unleash the world’s full potential. ![](https://www.un.org/development/desa/capacity-development/wp-content/uploads/sites/66/2017/10/SDG-Logo.png)## **The Gender Pay Gap** An employee that is doing a great job should not have to feel underpaid or undervalued. “We’re ***in a situation where still these days you have two people working for the same position, the same amount of hours, and there’s still a pay gap (even after correcting for part-time work, etc.)*** *We need to tackle it from a different standpoint, starting from the companies, where the pay gap needs to be measured, corrected, and that the company held accountable for it. Along with more transparency on the salary ranges for different jobs.*” says Melissa Romero when discussing the significance of the gender pay gap. Eliminating this gap does not come easy. It will be a financial challenge for several companies, but it is an investment that generates tangible and intangible returns. Furthermore, there is a bias against women when it comes to salary negotiations. While men are expected to leave the table if there is not enough money, women are expected not to ask for much, accept and be grateful for whatever they can get. ## **Likeability Bias** “**I*f a woman asserts herself, she can be perceived as aggressive or too pushy, but you will not perceive the same from a man, because we expect guys to be this way and then they’re seen as leaders instead*,**” says Melissa Romero conversing about the [likeability](https://leanin.org/gender-bias-cards/bias-overview/likeability) vs. competency bias that women generally face. ## **Wish For The Future** Vivian Acquah and Melissa Romero ended the conversation on a positive note of hope as well as concern. They discussed how they wish of a time where all genders, ethnicities, sexual preferences, and all minorities are naturally included in the decision-making process and not because of a government quota. Connect with [Melissa Romero](https://www.linkedin.com/in/melissart/) via LinkedIn & connect with [Lean In Netherlands](https://www.leaninnl.org/home) via [LinkedIn](https://nl.linkedin.com/company/lean-in-the-netherlands), [Twitter](https://twitter.com/LeanInNL), [Facebook](https://www.facebook.com/LeanInNL/) & [Instagram](https://www.instagram.com/leaninnl/). ## **Resources** - [Lean In](https://leanin.org/) - [Affi](https://leanin.org/)[nity Bias ](https://leanin.org/gender-bias-cards/grid/bias-overview/affinity) - [Gen](https://leanin.org/gender-bias-cards/grid/bias-overview/affinity)[der % at each level, via Mckinsey Power of Parity Report NL 2018](https://www.mckinsey.com/featured-insights/europe/the-power-of-parity-advancing-gender-equality-in-the-dutch-labor-market) - [Maternal B](50%20Ways%20To%20Fight%20Bias)[ias ](https://leanin.org/gender-bias-cards/grid/bias-overview/maternal) - [Sustainable Development Goals](https://sustainabledevelopment.un.org/?menu=1300) - [Likeability Bias](https://leanin.org/gender-bias-cards/bias-overview/likeability) ## **Related Episodes** - [Women of Color Secure A Seat At The Table](https://amplifydei.com/secure-a-seat-at-the-table/) - [Leader Put Your People First](https://amplifydei.com/leader-put-your-people-first/) **Host**: [Vivian Acquah](https://www.linkedin.com/in/vivianacquah/) As a Workplace Wellness Advocate, Vivian advises managers on how to keep their team members healthy, happy, and safe by using a holistic approach called workplace wellness. She is also the digital strategist for this live stream production. This live stream will be broadcasted via LinkedIn, Facebook, Youtube & Twitter/Periscope simultaneously. Involve your audience by using live streams! Would you like to know more? Feel free to send a 📧 via [LinkedIn](https://www.linkedin.com/in/vivianacquah/) or ![author avatar](https://secure.gravatar.com/avatar/5c87cf45f8d0d438ec8cbeca6446bb31d55021e4b86b612a649ddcd91bb0e586?s=300&d=mm&r=g) Vivian Acquah Vivian Acquah CDE®, certified inclusion strategist, aims to support leaders with creating high-performance environments where inclusivity thrives. Guided by a clear vision of inclusion and empowerment, Vivian works to dismantle systemic barriers and create spaces for people to thrive. With a name that literally translates as ‘water’, Vivian has become a fire extinguisher in the field of inclusive environments. She has provided clients such as Heineken, Nike, LinkedIn, Google, Indeed, Deloitte, Danone, Cargill, Swift, Acrolinx, KLM and Zalando with tangible strategies for embracing inclusive change. [See Full Bio](https://amplifydei.com/author/vivian/) [ ](https://amplifydei.com/author/vivian/) **Categories:** Amplify DEI, Blog EN, Podcast **Tags:** Amplify DEI, bias, corporate wellness, Duurzame Inzetbaarheid, gender, gender equality, human resources, humanize the workplace, humanizetheworkplace, jobs, leader, leaders, leadership, linkedin live, management, manager, Melissa Romero, The Memo, Vivian Acquah, well being, workforce, workplace wellness --- ### [Women of Color Secure A Seat At The Table](https://amplifydei.com/secure-a-seat-at-the-table/) **Published:** June 20, 2020 **Author:** Vivian Acquah **Content:** We are living in exceptionally advanced times. This is the 21st century, an era of exceedingly rapid science and technological development where all the information in the world rests in your palms. Access to knowledge has never been this simpler. The global population is aware, informed, and enlightened, yet detestable issues like racism, inequality, and sexism continue to exist. It makes one wonder; why are we choosing to let such enormities occur? It is indeed time to raise our voice and stand up for what is right so that women can secure a seat at the table. *Disclosure: This post contains affiliate links. If you click through and make a purchase,* *I’ll earn a commission, at no additional cost to you.* Table of Contents [\[Open\]](javascript:;)[\[Close\]](javascript:;) - [Bias Against Women Of Color](#0-bias-against-women-of-color-) - [Secure A Seat At The Table](#1-secure-a-seat-at-the-table-) - [Representation Matters](#2-representation-matters-) - [Under Pressure](#3-under-pressure-) - [Diversity Matters](#4-diversity-matters-) - [Know Your Self Worth](#5-know-your-self-worth-) - [Huge Turnover](#6-huge-turnover-) - [Support Each Other](#7-support-each-other-) - [More Diverse Tables](#8-more-diverse-tables-) ### ****Bias Against Women Of Color**** We need to put an end to the severe and offensive injustices women, especially women of color, experience daily. Women, in general, suffer gender-discrimination in many fields of life. However, women of color do not just encounter gender-discrimination but also face racism topped off with stereotypes to overcome. The workplace today, despite being modern, is prejudiced against women of color. Lesser career-advancement opportunities, leadership positions, and a substantial wage gap hinder the journey towards the success of a talented woman of color. It is high time for us to acknowledge race but not let it result in a biased environment. ### **Secure A Seat At The Table** In this episode of *Let’s Humanize The Workplace*, [Vivian Acquah](https://www.linkedin.com/in/vivianacquah/), the Workplace Wellness Advocate addresses yet another significant issue. She sheds light upon the subject of racism combined with sexism creating an unequal workplace environment for women of color. The guest speaker for this episode is [Minda Harts](https://www.linkedin.com/in/mindaharts). Minda is the CEO of Memo LLC, a career development platform for women of color. She is also an assistant professor at NYU Wagner, the author of the best-selling book *[The Memo](https://amzn.to/3eotX7W); What Women of Color Need To Know To Secure A Seat At The Table,* and has been featured at MSNBC’s Morning Joe, Fast Comp. ### **Representation Matters** To uplift the human factor at a workplace, we need an environment that is fair and equal for all the people that make up a workplace. This means increasing awareness about serious issues, getting out of your comfort zone, raising your voices so that you are heard and standing up for yourself. These are steps that everyone in the chain of command needs to take, especially women of color who wish to see themselves in leadership positions. When questioned about what humanizing the workplace means to her, Minda Harts stated: ***“Humanizing the workplace is really about seeing everyone is human, showing empathy for even people who don’t look like you but for me, it is about making sure that women of color, black women are seen as humans with dignity inside of the workplace so that we can advance.”*** Minda Hart’s book is an excellent source not only for women of color who are looking to secure a seat at the table but also for leaders to learn about how they can help enhance the workplace and support women of color acquire representation at leadership roles. Since there are not many women of color at leadership positions, aspiring young women of color tend to find themselves alone amongst a crowd of people who do not look like them. ### **Under Pressure** Talking about her own experience as the only black women in a corporate office and the reason behind writing her book Minda Harts asked herself: *“**Am I just going to keep being the lonely only, or am I going to do something that creates change so that the next woman of color doesn’t have to be by herself? So I had to write a book where women of color are the center of the career narrative. Most books tend to have sweeping generalizations of women, but they’re not always talking or including all women, that intersectionality lens.**“* When there is such a low representation of women of color at workplaces, these women are burdened with being responsible for their entire race. If one woman of color makes a mistake, it reflects poorly on all women of color. This is a huge pressure to be under for any human being. ### **Diversity Matters** [The Memo](https://amzn.to/3eotX7W) is a book that can help women of color greatly. It depicts a relatable picture and allows them to learn about the experiences of other women of color and also receive validation of their emotions. Moreover, [The Memo](https://amzn.to/3eotX7W) is for leaders to understand what women of color go through and figure out strategies to increase their inclusive diversity. Most women of color feel that their managers are not interested in seeing them thrive in the workplace. According to Minda Harts: “***When I interviewed women of color, over 70% of them said that they felt like their managers were not invested in their success. Managers need to understand how to manage diverse talent, how to build relationships, and how to have important conversations.**”* People find it easier to make friends or be comfortable with other people who look like them. In Minda’s words: *“**We tend to gravitate toward people who look like us.**“* We, as individuals, need to comprehend the fact that everyone is different, has a diverse talent, and brings different values to the table. Only when we get to know people around us can we realize that not everyone has the same skill set, same needs or career desires, but everyone has a strength. ### **Know Your Self Worth** The ongoing pandemic is indeed a novel situation, but you should not let it obstruct your progress towards prosperity. Find a way to gain recognition. Working from home does not stop you to secure a seat at the table. As Minda Harts says: *“**Make sure that you’re articulating your value and quantifying your worth to those who need to hear it**.”* For anyone to flourish at a career, they need to know their worth; they need to know what value they bring to the table. Before you let anyone criticize you, be sure to know your self-worth rather than believing what other people say. *“ **So know your value and know what you bring to the table before you let somebody’s words become your own**.”-* says Vivian Acquah when talking about self-worth. ### **Huge Turnover** COVID-19 is an opportunity for businesses to show their employees that they care. While employees are less likely to leave their jobs right now given the pandemic crisis, once this blows over, if managers are unable to create a thriving work environment, they are likely to face a huge employee turnover. As Vivian Acquah says: *“**Even though people are not leaving now because of financial security, but within two years you will have a “talent leakage” if you cannot validate them.**“* An essential question to be asked is, what can women of color do to break the glass ceiling and secure a seat at the table? Minda Harts answers this question quite eloquently: *“**Find equitable work environments. Invest in ourselves and make sure that we’re advocating for ourselves building strategic alliances because success is not a solo sport.**”* ### **Support Each Other** Women of color need to support each other, help each other, and look for role models around us. We are always surrounded by inspiring women of color in all shapes and forms; all we need to do is find them. *“**Let’s all continue to be role models for each other and use our integrity and our empathy to pass on to the next generation**,”* -says Minda Harts when discussing role models. It is of great significance to remember that to shine brighter; you do not need to take away someone else’s light. If your colleague is experiencing adversity, do not diminish it. Be there for them, listen to them, and do not dismiss their emotions. *“**Beware of feeling like you are not good enough to deserve it.**”-*Minda Hart’s favorite writer, Audrey Lord. Self-doubt is a menace for career-development. As an ambitious woman of color, you need to have faith in your abilities and believe that you have the talent and professional prowess to progress. *“ **We need to create an environment where we can thrive, not just survive,**“*– says Minda Harts about fighting for women to secure a seat at the table. ### **More Diverse Tables** It is time to adopt a growth mindset that allows you to stretch and grow your brain and learn from your mistakes. Ending this energetic conversation on a hopeful note, Minda Hart expressed her wishes for the future of workplaces: *“**I hope and pray that in 2025 that we will see more diverse tables that we will move women of color into leadership roles, we will see more CEO, roles, presidents, etc.*** ***We will have an equitable workforce. I hope that we’ll see more women of color leaving environments that don’t serve them any longer.*** ***And they end up where they need to be. I believe that we need to stand up and say something about it.**“* Connect with Minda Harts via [Linkedin](https://www.linkedin.com/in/mindaharts), [Twitter](https://twitter.com/MindaHarts) or [Instagram](https://www.instagram.com/mindaharts/?hl=en) **Related Episodes:** [Leader Put Your People First](https://amplifydei.com/leader-put-your-people-first/) [Lean In To Shape The New Definition Of Leadership](https://amplifydei.com/lean-in-leadership/) **Host**: [Vivian Acquah](https://www.linkedin.com/in/vivianacquah/) As a Workplace Wellness Advocate, Vivian advises managers on how to keep their team members healthy, happy, and safe by using a holistic approach called workplace wellness. She is also the digital strategist for this live stream production. This live stream will be broadcasted via LinkedIn, Facebook, Youtube & Twitter/Periscope simultaneously. Involve your audience by using live streams! Would you like to know more? Feel free to send a 📧 via [LinkedIn](https://www.linkedin.com/in/vivianacquah/) or ![author avatar](https://secure.gravatar.com/avatar/5c87cf45f8d0d438ec8cbeca6446bb31d55021e4b86b612a649ddcd91bb0e586?s=300&d=mm&r=g) Vivian Acquah Vivian Acquah CDE®, certified inclusion strategist, aims to support leaders with creating high-performance environments where inclusivity thrives. Guided by a clear vision of inclusion and empowerment, Vivian works to dismantle systemic barriers and create spaces for people to thrive. With a name that literally translates as ‘water’, Vivian has become a fire extinguisher in the field of inclusive environments. She has provided clients such as Heineken, Nike, LinkedIn, Google, Indeed, Deloitte, Danone, Cargill, Swift, Acrolinx, KLM and Zalando with tangible strategies for embracing inclusive change. [See Full Bio](https://amplifydei.com/author/vivian/) [ ](https://amplifydei.com/author/vivian/) **Categories:** Amplify DEI, Blog EN, Podcast **Tags:** Amplify DEI, bias, Black Women, corporate wellness, Duurzame Inzetbaarheid, gender, gender equality, human resources, humanize the workplace, humanizetheworkplace, jobs, leader, leaders, leadership, linkedin live, management, manager, Minda Harts, People of Color, Seat At The Table, The Memo, Vivian Acquah, well being, Women of Color, workforce, workplace wellness --- ### [Best DEI Coaching: Supporting Leaders in Activating Their DEI Muscle](https://amplifydei.com/dei-coaching-supporting-leaders-in-activating-their-dei-muscle/) **Published:** April 7, 2023 **Author:** Vivian Acquah **Content:** This podcast episode touched on an important topic – the intersection of diversity, equity, and inclusion (DEI) efforts with business goals. Before getting more into the business case for DEI coaching, let’s introduce the speakers of this episode of Let’s Humanize The Workplace. *Disclosure: This post contains affiliate links. If you click through and make a purchase,* *I’ll earn a commission at no additional cost to you.* Table of Contents [\[Open\]](javascript:;)[\[Close\]](javascript:;) - [Speakers](#0-speakers-) - [Key Takeaways ](#1-key-takeaways-) - [Growth & Success of the Business](#2-growth-amp-success-of-the-business-) - [DEI Coaching](#3-dei-coaching-) - [Connecting Heart, Mind, and Business](#4-connecting-heart-mind-and-business-) - [Quiet Quitting equals disengagement](#5-quiet-quitting-equals-disengagement-) - [Leaders modeling inclusive behaviors](#6-leaders-modeling-inclusive-behaviors-) - [Need support in Amplifying DEI from within?](#7-need-support-in-amplifying-dei-from-within-) - [Latest Post](#8-latest-post) ### **Speakers** [Vivian Acquah CDE®](https://www.linkedin.com/in/vivianacquah/) (host of the show) As a DEI Consultant/ Certified Diversity Executive, Vivian Acquah CDE® advises managers on how to keep their team members engaged, energized, and safe in a sustainable manner. [Marjolijn Vlug](https://www.linkedin.com/in/marjolijnvlug/) coaches people on creating a career that truly fits and brings her certified coaching skills to support DEI professionals & allies. [Rachelle Carrié](https://www.linkedin.com/in/rachellecarrie) is the founder of Diversity Connects Us. She helps teams with creating a more diverse and equitable workforce. ### **Key Takeaways** - *Psychological safety is crucial in the workplace, and leaders should work towards creating a safe environment for their employees.* - *It is vital to recognize that DEI efforts are not just about social justice but also about business goals.* - *Coaching can help leaders connect DEI work to their organization’s values, personal values, and professional life while providing accountability.* - *Building relationships and connecting with people’s hearts is fundamental to creating a humanized workplace.* - *Emotional intelligence, growth mindset, and empathy are essential in conversations and coaching.* - *Leaders should consider acknowledging and addressing normal life events such as pregnancy, miscarriage, or family issues in the workplace.* - *Humanizing the workplace is crucial to ensure business growth and prevent turnover of skilled employees.* - *DEI coaches can be helpful in guiding leaders and activating their DEI muscles.* - *Inclusive leadership is necessary for organizations, and it can start from both the top and the bottom.* ### **Growth & Success of the Business** All the speakers reiterated the need to humanize the workplace, not just for the sake of creating a more equitable and diverse environment but also for the growth and success of the business. It was emphasized that DEI efforts are not just about ticking boxes but a personal change journey that leaders and organizations must embark on to create a genuinely inclusive environment. ### **DEI Coaching** Coaching was presented as a valuable tool to help leaders connect their personal values with their organization’s values and provide accountability and guidance to help them focus on their DEI journey. > “Amplifying DEI Through Coaching: It helps engage in courageous conversations or amplifying those conversations. It fosters an intentional allyship, I believe. Also, it builds a sense of workplace culture, belonging.”— **Rachelle Carrié** ### **Connecting Heart, Mind, and Business** Matthew Reynolds, Marjolijn, and Vivian stressed that the heart and the mind are interconnected and cannot be separated when it comes to DEI and business matters. Being human-centric and emphasizing empathy, emotional intelligence, and a growth mindset is essential to creating psychological safety and humanizing the workplace. *“Connecting the Heart and Mind: Stealth Ways to Link Social Justice and Business Perspectives”: “I try to find stealth ways to connect the personal matter so the social justice matter and into a matter of them gaining more revenue or keeping their talent as a way to attract more talent.* > “There are stealth ways that you can approach that. You can use that to connect the heart and the mind. I see the heart as the human part and the mind as the business part, where you’re connecting both together.”— Vivian Acquah ### **Quiet Quitting equals disengagement** We also talked about quiet quitting, explaining that lack of humanization in the workplace can lead to disengagement and high talent turnover. This highlights the need for businesses to focus on creating an environment where employees can thrive personally and professionally. This leads to a more equitable and inclusive workplace and benefits the business, as it reduces employee turnover and promotes growth. ### **Leaders modeling inclusive behaviors** Finally, the speakers concluded by emphasizing the role of leaders in modeling the behavior they want to see from their employees. Leaders can create a work environment where everyone feels safe and heard by being open and authentic, sharing personal stories and struggles, and demonstrating empathy and emotional intelligence. > “Choose the Coach That Brings You Forward”: “There’s a palette of options available, and there’s a coach for you out there that you really connect with, whether it’s Vivian or me or Rachelle or other DEI coaches. Choose the one that brings you forward.”— **Marjolijn Vlug** Overall, this episode highlighted the importance of humanizing the workplace and creating a more inclusive and equitable environment for employees. With coaching, a focus on personal values, emotional intelligence, and a growth mindset, businesses can create a culture that promotes employee engagement, reduces turnover, and ultimately leads to growth and success. So let’s continue to advocate for DEI and humanization in the workplace for the benefit of everyone involved. ### **Need support in Amplifying DEI from within?** ![Amplify DEI Cards](https://amplifydei.com/wp-content/uploads/2023/01/Amplify-DEI-Self-Team-Cards-1-1024x576.jpg "- Amplify DEI")The [Amplify DEI Card decks](https://card.amplifydei.com/) are designed to support you in creating more inclusive environments and encouraging conversation. Increase your self and team awareness with the [Amplify DEI Cards](https://card.amplifydei.com/). [***Click here to learn more about the Amplify DEI Cards***](https://card.amplifydei.com/). ### Latest Post - [The Role of Inclusive Workshop Facilitator in Transforming Teams](https://amplifydei.com/workshop-facilitator-transforming-teams/) - [The Role of Male Allies: A Conversation on Inclusive Leadership and Cultural Intelligence](https://amplifydei.com/the-role-of-male-allies/) - [How Courageous Leadership Boosts Innovation](https://amplifydei.com/how-courageous-leadership-boosts-innovation/) - [Powerful Employee Resource Groups (ERGs): Driving Organizational Success](https://amplifydei.com/active-employee-resource-groups/) - [Stripe’s Best Practices for Employee Layoff: A Blueprint for Psychological Safety](https://amplifydei.com/stripe-best-practices-for-employee-layoff/) ![author avatar](https://secure.gravatar.com/avatar/5c87cf45f8d0d438ec8cbeca6446bb31d55021e4b86b612a649ddcd91bb0e586?s=300&d=mm&r=g) Vivian Acquah Vivian Acquah CDE®, certified inclusion strategist, aims to support leaders with creating high-performance environments where inclusivity thrives. Guided by a clear vision of inclusion and empowerment, Vivian works to dismantle systemic barriers and create spaces for people to thrive. With a name that literally translates as ‘water’, Vivian has become a fire extinguisher in the field of inclusive environments. She has provided clients such as Heineken, Nike, LinkedIn, Google, Indeed, Deloitte, Danone, Cargill, Swift, Acrolinx, KLM and Zalando with tangible strategies for embracing inclusive change. [See Full Bio](https://amplifydei.com/author/vivian/) [ ](https://amplifydei.com/author/vivian/) **Categories:** Amplify DEI, Blog, Blog EN, export, Podcast **Tags:** Amplify DEI, Coaching, DEI Coach, DEI Coaching, diversity, Diversity Equity Inclusion, Growth Mindset, human resources, humanizetheworkplace, leader, leaders, leadership, Leadership Development, manager, marjolijn vlug, quiet quitting, Rachelle Carrié, Vivian Acquah, workplace wellness --- ### [Boosting Female Leadership](https://amplifydei.com/boosting-female-leadership/) **Published:** November 4, 2022 **Author:** Vivian Acquah **Content:** The pandemic has opened up the world to a lot of opportunities. Today’s workplace is no longer the traditional office space; a desk and hawk-eyed supervisor. Instead, you can actually work from your bedroom, a remote vacation island, and still deliver quality. In this article, we discuss amplifying female leadership in the workplace. What does it mean? Why do we need to? And what does female leadership bring to the table that is lacking in masculine leadership? And does amplifying female leadership mean the demotion of male leadership? To advance in your career, you will need a supportive network to point you on the right path. The article discusses the role of mentors, coaches, and sponsors that will guide you, cheer you on and call you out when you stray. Table of Contents [\[Open\]](javascript:;)[\[Close\]](javascript:;) - [Boost Female Leadership Qualities](#0-boost-female-leadership-qualities-) - [Why People Need to be Ready for Female Leadership](#1-why-people-need-to-be-ready-for-female-leadership-) - [Ingredients that Attributes to Female Leadership](#2-ingredients-that-attributes-to-female-leadership-) - [Does Amplifying Female Leadership Mean Deactivating Male Leadership?](#3-does-amplifying-female-leadership-mean-deactivating-male-leadership-) - [Authenticity & Self-Awareness ](#4-authenticity-amp-self-awareness-) - [Networking](#5-networking-) - [Workplace Mentorship](#6-workplace-mentorship-) - [Mental Health & Code-Switching](#7-mental-health-amp-code-switching-) - [Empathy](#8-empathy-) - [The Bottom Line](#9-the-bottom-line-) ### **Boost Female Leadership Qualities** Our disruptive world has been dominated by masculine leadership qualities for far too long. It’s time we balanced that with some female leadership qualities. In an episode of Humanizing the Workplace, host [Vivian Acquah](https://www.linkedin.com/in/vivianacquah/) (Inclusive Workplace Wellness Advocate) was joined by four guests with whom they co-authored a book: [**Ready For Female Leadership**](https://www.readyforfemaleleadership.org/). - [Mary Jane Roy](https://nl.linkedin.com/in/maryjaneroy) is an advisor, facilitator, and presenter building healthy stress, resilience, skills, and strategies for employee staying power. - [Dick Ruger](https://nl.linkedin.com/in/dickaruger) is a coach and trusted advisor for leaders, executives, partners & teams in search of growth and connection. - [Beatrice Blondiau](https://www.linkedin.com/in/beatriceblondiau-teaching-wellbeing-and-inclusion-at-work/) is using sophrology techniques to help employees reach balance in life, become more courageous, and create supportive work environments. - [Tessa van Keeken](https://nl.linkedin.com/in/tessavankeeken) specializes in building bridges and holding space, helping those who support others to face their challenges, so they feel calm and fulfilled. ### **Why People Need to be Ready for Female Leadership** Female leadership is poised for takeoff because when you see what’s happening in corporate life today, we need more balance. Male leadership dominance has brought us to where we are today; now, we need serious changes, and we can do that by integrating female leadership qualities. In addition**,** there has been a considerable shortage of human skills in our male-dominated workplaces. With the connectivity that technology has brought, it has become more evident that there’s just too much pain in the workplace. People have only been paying lip service to topics like unconscious bias, yet they need to do more to eradicate it. We need more feminine leadership qualities in the workplace. We need to become gender inclusive. This can be accomplished by having more women in the workplace. Another great way to achieve female leadership is by encouraging men to develop and express these so-needed qualities. Regardless of our gender, we all have masculine and feminine qualities and energies. It’s strange we would even have to question being ready for female leadership. However, finding that balance can be challenging because, for a long time, masculine qualities have been seen as a must-have while feminine qualities were viewed as sometimes ‘nice to have’. The belief has been that it’s the masculine qualities that will lead to better careers, more money, and all other desired things in the workplace. Somehow these identified feminine leadership qualities as irrelevant for everyone. We are used to seeing and living under a specific masculine leadership type. In the world, we are facing this huge challenge – sustainability. We also have young people dealing with mental health challenges. It’s a big issue that keeps growing and mainly touches the younger generation. These are two main issues we need to tackle, and the kind of leadership we’ve been used to hasn’t addressed these adequately. We must reshape and rebalance with more feminine attributes. ### **Ingredients that Attributes to Female Leadership** These are the feminine leadership qualities or traits that are highly valued in the workforce. - Active listening - Tolerability - Empathy - Compassion - Vulnerability - Authenticity - Sustainability ### **Does Amplifying Female Leadership Mean Deactivating Male Leadership?** Women not only need to step up and bring their feminine attributes to leadership but also bring their masculine energy. Men, too, need to search deeper to bring out and trust in their feminine attributes. To achieve decisive leadership in today’s world, we need to be gender inclusive in all areas. *“I also have a last note of warning \[to women\]; don’t forget to apply the other male qualities as well. These are important to create and lead a sustainable human organization as well as the female traits.”* **Dick Rüger** ### **Authenticity & Self-Awareness** *“It’s our responsibility to embrace this uniqueness for the good of the world. It requires strength, courage, perseverance, and a large piece of self-love to facing our authenticity.”* **Béatrice Blondiau** In order to advance our careers and to really develop ourselves further. It’s about knowing yourself and knowing the steps toward self-awareness. *“Be true to yourself. If you want to become a female leader of the future, stop and ask yourself this question on a regular basis. What do I need?”* **Mary Jane Roy** Women don’t need to question themselves more. So, it’s really about taking care of number one. Self-awareness is about being number one and ensuring that you place your own needs at the top of your priority. It’s not that you’re selfish. It means if you don’t take care of yourself, how can you possibly take care of anyone else around you? *“So, each moment, you are truly present here and now. With the full acceptance of yourself and what is you allow yourself to be your true self, and the ancestor of your future True Self, contributing to a more authentic world”* **Tessa van Keeken** ### **Networking** It’s essential to have a supportive network. In a supportive network, you are challenged to look at the little things you can’t or might not want to see. It’s there you will also discover your value. With a bit of time, a supportive network will always bring you success. Find the supportive network you need. A network where you not only feel safe and validated but also a network where you can voice your opinions and share your insights. Sporting activities organized outside the work environment are a great place to start building your network. It always helps to choose a network of people with whom you share certain affinities. You will be more inclined to listen to some critics in such networks since you share a common background. ### **Workplace Mentorship** When somebody joins a company or has an interview, the question often being asked is; where do you see yourself over five years? Of course, this question gives the chills to a lot of people. But another question that is not being asked is; How can I support you to achieve this? What do you need from us as an organization? What do you need from me as your manager? What do you need to at least ignite that goal? Every person needs to know if there is a mentorship program within their workplace. If not, look outside of your workplace to see where there is such a program. Mentorship is a valuable key for you to sit in the front of the bus and take ownership of your career. *Mentoring forces you to think a lot about yourself when you get questions from the audience. It also forces you to think about what could be different. Hence****,*** *make sure you boost your career through mentoring. Find an ideal mentor or mentee who can help you with amplifying your career.* ***Vivian Acquah*** ### **Mental Health & Code-Switching** Mental health problems can manifest as high levels of stress, anxiety, and general sadness. Organizations and companies have a significant role in ensuring the mental well-being of their workers. As a leader in an organization, it is essential to look at your employees’ root causes of mental problems. For example, it could be a toxic culture within the organization. Additionally, the organization should organize webinars and workshops to address the mental well-being of the employees. When faced with a workplace where you cannot be yourself, please write down your values, and match them with your team’s values. Then, match them with the organization’s values. Think hard about it. Is this the right thing? Is this the right company? If not, you have to question what you are doing here. We live in a day and age where there are so many opportunities and so many companies to choose from. Prioritize your mental well-being. Code-switching is trying to fit in and becoming one of them instead of portraying your true self. Adapting to a culture in which you clearly don’t fit in is extremely energy-draining. This can lead to rampant mental and emotional health problems in the workplace. [![virtual reality, unconscious bias, VR, bias, Vivian Acquah, Anita Abaisa](https://amplifydei.com/wp-content/uploads/2022/07/Depositphotos_211030832_XL-1-1024x683.jpg "- Amplify DEI")](https://amplifydei.com/portfolio/mitigate-bias-unlock-empathy-with-virtual-reality/)[Mitigate Bias By Unlocking Empathy With Virtual Reality](https://amplifydei.com/portfolio/mitigate-bias-unlock-empathy-with-virtual-reality/)### **Empathy** There are different tools that people can use to [unlock empathy](https://amplifydei.com/using-vr-to-unlock-empathy/). Think about the impact someone experiences going to work and having to daily deal with microaggressions. Think what it would be like to walk in the shoes of someone who belongs to an underrepresented group. We don’t know what we don’t know, but we can try to guess how the other feels. Better yet, what is you asked with an open mind to better understand what it means to be ‘othered’, what it feels like to be overlooked, or what it feels to be excluded? It would help with conversations that allow you to do a deep dive when it comes to DEI. ### **The Bottom Line** Amplifying female leadership and the associated qualities needs to be integrated to balance the male-dominated workplaces. Feminine leadership brings attributes like empathy, tolerability, compassion, and authenticity, often lacking in the masculine environment. However, this does not mean demoting male leadership. Instead, the two genders need to work hand in hand, collaboratively, to achieve powerful leadership. It’s called gender-inclusive leadership. Female leadership qualities are needed to have more diversity and inclusion. Ultimately, research has shown that performance in society, organizations, and teams increases when diversity *and* inclusion are being amplified. For this, psycho-social safety is needed. In a working environment, you need to embrace your authentic self, be self-aware, and set your values. Mentorship and networking are some of the tools that will open the gates to a brighter career path. Seek out supportive networks where you can speak your mind, share your insights and be safe. Above all, guard your mental health. Avoid a toxic work environment. *“Do things that make your heart sing,”* **Mary Jane Roy.** [![](https://amplifydei.com/wp-content/uploads/2022/11/image-1-1024x1024.png "Vivian Acquah - Amplify DEI")](readyforfemaleleadership.org)Invest in amplifying female leadership by buying the book [**Ready For Female Leadership**](https://www.readyforfemaleleadership.org/). When you purchase the book, please know you support women’s (leadership) development in the Netherlands (NL) and in 14 other countries. You are also supporting the promotion of respect and understanding among genders. All proceeds, after costs, in the first year of the book’s publication are being donated to the Dutch chapter of [**Feminenza**](https://www.feminenza.org/where-we-are/feminenza-stichting-netherlands/), an ANBI status foundation in NL since 2001. ![author avatar](https://secure.gravatar.com/avatar/5c87cf45f8d0d438ec8cbeca6446bb31d55021e4b86b612a649ddcd91bb0e586?s=300&d=mm&r=g) Vivian Acquah Vivian Acquah CDE®, certified inclusion strategist, aims to support leaders with creating high-performance environments where inclusivity thrives. Guided by a clear vision of inclusion and empowerment, Vivian works to dismantle systemic barriers and create spaces for people to thrive. With a name that literally translates as ‘water’, Vivian has become a fire extinguisher in the field of inclusive environments. She has provided clients such as Heineken, Nike, LinkedIn, Google, Indeed, Deloitte, Danone, Cargill, Swift, Acrolinx, KLM and Zalando with tangible strategies for embracing inclusive change. [See Full Bio](https://amplifydei.com/author/vivian/) [ ](https://amplifydei.com/author/vivian/) **Categories:** Amplify DEI, Blog, Blog EN, export **Tags:** Amplify DEI, Beatrice Blondiau, Dick Ruger, Female Leadership, human resources, leader, leadership, Mary Jane Roy, Ready For Female Leadership, Tessa van Keeken, Vivian Acquah --- ### [Amplifying People Planet Profit Now!](https://amplifydei.com/amplifying-people-planet-profit/) **Published:** April 23, 2023 **Author:** Vivian Acquah **Content:** Most CEOs now believe that sustainable practices are necessary for a company’s success, but shifting to more environmentally friendly and socially responsible can be difficult. It requires changes in mindset, operations, and culture. Many organizations start with small steps toward sustainability, such as reducing energy consumption or waste production. *Disclosure: This post contains affiliate links. If you click through and make a purchase,* *I’ll earn a commission at no additional cost to you.* Table of Contents [\[Open\]](javascript:;)[\[Close\]](javascript:;) - [People Planet Profit](#0-people-planet-profit) - [Speakers](#1-speakers-) - [Key Takeaways](#2-key-takeaways-) - [Importance of Humanizing The Workplace](#3-importance-of-humanizing-the-workplace-) - [Practical Steps to Take](#4-practical-steps-to-take-) - [ERG Success](#5-erg-success-) - [Doing the Right Thing](#6-doing-the-right-thing-) - [Conclusion](#7-conclusion-) - [Need support in Amplifying DEI from within?](#8-need-support-in-amplifying-dei-from-within-) - [Latest Post](#9-latest-post-) #### People Planet Profit But what if there was an easier way to make an impact? What if you could amplify your People, Planet, Profit (3P) initiatives by integrating them into your organization’s products and services? In this episode of Let’s Humanize The Workplace, the guest speakers: Taylor Martin, Keshawn Hughes, Harry Kwakye Davies, and Vivian Acquah will dive into the importance of amplifying people, the planet, and profit. Plus, how can organizations, leaders, and employees benefit from it? #### **Speakers** [Vivian Acquah CDE®](https://www.linkedin.com/in/vivianacquah/) (host of the show) As a DEI Consultant/ Certified Diversity Executive, Vivian Acquah CDE® advises managers on how to keep their team members engaged, energized, and safe in a sustainable manner. [Taylor Martin](https://www.linkedin.com/in/taylormartin) leads a creative agency that helps companies make new friends by focusing on purpose-driven branding and web accessibility. [Keshawn Hughes](https://www.linkedin.com/in/keshawnridgelhughes) is a neuro leadership coach, consultant, & NeuroSavvy™ Founder helping organizations end burnout culture, level up, & align with purpose. [Harry Kwakye Davies](https://www.linkedin.com/in/harry-kwakye-davies) is an EMEA Procurement, Logistics & Supply Chain Professional. He’s also a DEI leader focused on building ERGs to thrive in the workspace. #### **Key Takeaways** There are several key takeaways from this episode: 1. Organizations can leverage their people and underrepresented communities within the workspace to support each other and amplify the people, planet, and profit. 2. DEI efforts should be woven into the organization’s mission, and leaders and employees should be held accountable for DEI’s success. 3. Humanizing the workplace and prioritizing employees’ health and well-being is essential. 4. The triple bottom line of people, planet, and profit is crucial for businesses to succeed, and a failure in one aspect can lead to failure in others. 5. Collaboration within the organizations is vital to mobilize for DEI perspective and amplify people, planet, and profit. 6. Procurement professionals should source from minority-owned and women-owned businesses for supplier diversity, and global organizations should be held accountable for fair practices in sourcing. 7. Clients and customers are more likely to support mission-driven companies that prioritize sustainability, diversity, and inclusion. 8. Leaders can benefit from prioritizing their health and well-being in decision-making, which can lead to healthier and more profitable outcomes for organizations. #### **Importance of Humanizing The Workplace** Throughout this episode, the speakers stressed the importance of “humanizing” the workplace. As Harry Kwakye Davies points out, humans make up the workplace dynamic, and when they are supported, included, and healthy, they can do better work. Taylor Martin emphasizes the need to create accepting and inclusive environments for minority employees, such as those in the LGBTQ+ community. At the same time, Keishawn Hughes speaks to the importance of investing in STEM opportunities for individuals with disabilities or other marginalized groups. *“Sankofa: Reflecting on the Lessons Learned”: “All we can do is be transparent and share our actions and also look back and reflect on the lessons that we have learned because we can run. But it’s also needed as a Ghanaian proverb, Sankofa, where you go back and fetch and learn from that. Use that as a reflection as well.”*— **Vivian Acquah** #### **Practical Steps to Take** The speakers also discuss the practical steps organizations can take to “humanize” their workplaces. This includes creating safe spaces for employees to succeed, intentionally hiring from minority communities, and implementing fair and unbiased processes – such as diverse interview panels and inclusive job descriptions. *“And I just think once again about neuroscience. Our brains are so simple that we do what we get rewarded for doing, even if not in alignment with our goals. Even as we’re changing, we’re aging. Things don’t work the way they used to. But we still have the expectation. We still have the memory of how we used to be. And we want to continue and move that forward without making any changes in our environment, any changes in what we take in information or otherwise.”* – **Keshawn Hughes** #### **ERG Success** Harry Kwakye Davies shares Uber’s success story in implementing Diversity, Equity, and Inclusion (DEI) efforts. The company formed an employee resource group to identify and support minority communities during turbulent times, and the CEO made it clear that the success of these groups was tied to the success of VPs and executives sponsoring them. *“As a procurement professional, I do my best to increase the focus on supplier diversity and reaching out to minority-owned and women-owned businesses. The aim is to allocate a certain percentage of the spending towards uplifting these communities. Additionally, companies need to be aware of sustainable and regenerative timelines, as well as holding leaders accountable for meeting these environmentally conscious goals.”* **Harry Kwakye Davies** #### **Doing the Right Thing** While the speakers acknowledge that prioritizing people may come at the expense of economic growth, they also stress the importance of the triple bottom line – people, planet, and profit – as a three-legged stool. If one of these legs is weak, the entire structure will collapse. Investing in people can drive profits, and companies that focus on diversity, equity, and inclusion are more likely to see success in the long term. *“The Triple Bottom Line: People, Planet, and Profit”: “If you don’t have one of those legs working, the stool will collapse. And that’s just something that the way I see it. And so now I think it’s a coming of age. Like we have finally been forced as a people to realize the people component of business and how incredibly valuable it is for the progress of any company.”* **Taylor Martin** #### **Conclusion** In conclusion, “humanizing” the workplace is socially responsible and beneficial for organizations. Employees who feel valued, safe, and included in their workspace are more productive, engaged, and loyal. By prioritizing people, organizations can also reap the benefits of a healthier and more profitable workplace – which makes sense for business and the betterment of society as a whole. ### **Need support in Amplifying DEI from within?** ![Amplify DEI Cards](https://amplifydei.com/wp-content/uploads/2023/01/Amplify-DEI-Self-Team-Cards-1-1024x576.jpg "- Amplify DEI")The [Amplify DEI Card decks](https://card.amplifydei.com/) are designed to support you in creating more inclusive environments and encouraging conversation. Increase your self and team awareness with the [Amplify DEI Cards](https://card.amplifydei.com/). [***Click here to learn more about the Amplify DEI Cards***](https://card.amplifydei.com/). ### **Latest Post** - [The Role of Inclusive Workshop Facilitator in Transforming Teams](https://amplifydei.com/workshop-facilitator-transforming-teams/) - [The Role of Male Allies: A Conversation on Inclusive Leadership and Cultural Intelligence](https://amplifydei.com/the-role-of-male-allies/) - [How Courageous Leadership Boosts Innovation](https://amplifydei.com/how-courageous-leadership-boosts-innovation/) - [Powerful Employee Resource Groups (ERGs): Driving Organizational Success](https://amplifydei.com/active-employee-resource-groups/) - [Stripe’s Best Practices for Employee Layoff: A Blueprint for Psychological Safety](https://amplifydei.com/stripe-best-practices-for-employee-layoff/) ![author avatar](https://secure.gravatar.com/avatar/5c87cf45f8d0d438ec8cbeca6446bb31d55021e4b86b612a649ddcd91bb0e586?s=300&d=mm&r=g) Vivian Acquah Vivian Acquah CDE®, certified inclusion strategist, aims to support leaders with creating high-performance environments where inclusivity thrives. Guided by a clear vision of inclusion and empowerment, Vivian works to dismantle systemic barriers and create spaces for people to thrive. With a name that literally translates as ‘water’, Vivian has become a fire extinguisher in the field of inclusive environments. She has provided clients such as Heineken, Nike, LinkedIn, Google, Indeed, Deloitte, Danone, Cargill, Swift, Acrolinx, KLM and Zalando with tangible strategies for embracing inclusive change. [See Full Bio](https://amplifydei.com/author/vivian/) [ ](https://amplifydei.com/author/vivian/) **Categories:** Amplify DEI, Blog, Blog EN, export, Podcast **Tags:** active listening, Amplify DEI, authentic selves, CEO, Chief HR Officer, CO2 emissions, collaboration, DEI Coach, difficult conversations, diversity, Diversity Equity Inclusion, economic growth, ERG, green, Growth Mindset, Harry Kwakye Davies, human resources, humanizetheworkplace, humanizing, inclusive, intentional, Keshawn Hughes, knowledge sharing, leader, leaders, leadership, Leadership Development, manager, minority communities, quiet quitting, regeneration, safe space, supplier diversity, sustainability, Taylor Martin, unbiased, Vivian Acquah, workplace wellness, workspace --- ### [Stripe's Best Practices for Employee Layoff: A Blueprint for Psychological Safety](https://amplifydei.com/stripe-best-practices-for-employee-layoff/) **Published:** June 25, 2023 **Author:** Vivian Acquah **Content:** In this ‘Go2Thrive Let’s Humanize the Workplace’ conversation, co-hosts [Vivian Acquah CDE®](https://www.linkedin.com/in/vivianacquah/) and [Mary Jane Roy](https://www.linkedin.com/in/maryjaneroy/) share what has brought them together: a combination of friendship, collegiality, and mutual interest in bringing more humanizing practices to the workplace. *Disclosure: This post contains affiliate links. If you click through and make a purchase,* *I’ll earn a commission at no additional cost to you.* Table of Contents [\[Open\]](javascript:;)[\[Close\]](javascript:;) - [Key Takeaways ](#0-key-takeaways-) - [Valuing Departing Employees](#1-valuing-departing-employees-) - [Layoffs](#2-layoffs-) - [How You Made Them Feel – Maya Angelou](#3-how-you-made-them-feel-maya-angelou-) - [Stripe Layoff Blueprint](#4-stripe-layoff-blueprin-t-) - [Need support in Amplifying DEI from within?](#5-need-support-in-amplifying-dei-from-within-) - [Latest Post](#6-latest-post) ### **Key Takeaways** - *Being laid off is a traumatic experience and should be done with care and compassion.* - *(HR) Managers responsible for layoffs are in a tough position and should receive support.* - *When handling employee terminations, transparency, and psychological safety should be prioritized.* - I*t’s all about making people feel valued and supported, even in difficult situations.* - *Take a look at examples of CEOs who demonstrated good leadership by valuing the contributions of departing employees*. ### ****Valuing Departing Employees**** We talk about the importance of valuing departing employees, offering support, and considering other options like reskilling or repositioning before letting them go. We also look at some positive examples, like Stripe and Facebook/Meta, and discuss the need for companies to admit their mistakes and show vulnerability. ### ****Layoffs**** The focus of this conversation is all about how to handle employee terminations and layoffs with dignity and respect. We highlight some of the differences in the major tech layoffs that have been taking place since June 2022. A video created by actress/comedian Aiyyo Shraddha, which went viral on social media, shares eloquently (and satirically) her unique perspective on work culture. She jokes about how companies claim to be families yet lay off employees without a second thought. Aiyyo finds it amusing that companies give out service awards, and then a week later, those same employees may not have access to the company’s network. ### ****How You Made Them Feel – Maya Angelou**** Vivian shares the traumatic experience of a friend of hers upon being fired. It made Vivian think of the well-known Maya Angelou quote: *“I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.”* Companies would do well to remember how these ex-employees are going to remember them. *How* they would like to be remembered is the question they should be asking themselves. (HR) managers need to have the right skills and means to support the employee who is leaving and especially during times of massive layoffs. To put the layoffs in perspective, we show a number of well-known companies and the percentage of employees they had laid off. Amazon laid off ‘only’ 1% of its employees, but when looking at [Trueup Layoffs Chart](https://www.trueup.io/layoffs), this represented 18,000 individuals. [![](https://amplifydei.com/wp-content/uploads/2023/06/image-1024x676.png "image - Amplify DEI")](https://www.trueup.io/layoffs)### ****Stripe Layoff Blueprin**t** [Stripe](https://stripe.com/en-nl/newsroom/news/ceo-patrick-collisons-email-to-stripe-employees) is a great example of a company that showed compassion to its employees. They offered a supportive exit strategy, including the CEO transparently announcing the departure of employees, expressing appreciation, and creating an alumni email address. ![](https://amplifydei.com/wp-content/uploads/2023/06/image-1-1024x875.png "image-1 - Amplify DEI")More concretely, they also provided 14 weeks of severance pay, bonuses that were owed, Paid Time Off employees were due, healthcare, career support to connect departing employees with other companies, extra large Stripe discounts for anyone who decides to start a new business now or in the future, and not least important – immigration support. ![](https://amplifydei.com/wp-content/uploads/2023/06/image-2.png "image-2 - Amplify DEI")Do watch/ listen to the full recording to capture all the salient points, and tune in every month for more great conversations about workplace culture! ### **Need support in Amplifying DEI from within?** ![Amplify DEI Cards](https://amplifydei.com/wp-content/uploads/2023/01/Amplify-DEI-Self-Team-Cards-1-1024x576.jpg "- Amplify DEI")The [Amplify DEI Card decks](https://card.amplifydei.com/) are designed to support you in creating more inclusive environments and encouraging conversation. Increase your self and team awareness with the [Amplify DEI Cards](https://card.amplifydei.com/). [***Click here to learn more about the Amplify DEI Cards***](https://card.amplifydei.com/). ### Latest Post [The Importance of Inclusive Office Design – Combating Exclusion & Boosting Employee Engagement](https://www.linkedin.com/pulse/importance-inclusive-office-design-combating-vivian-acquah-cde-/?trackingId=gD4xcydvTS6xv2UqJNO1dA%3D%3D) [Ageism in the Spotlight: Lessons from the Tina Turner Documentary](https://www.linkedin.com/pulse/ageism-spotlight-lessons-from-tina-turner-documentary-acquah-cde-/) - [The Role of Inclusive Workshop Facilitator in Transforming Teams](https://amplifydei.com/workshop-facilitator-transforming-teams/) - [The Role of Male Allies: A Conversation on Inclusive Leadership and Cultural Intelligence](https://amplifydei.com/the-role-of-male-allies/) - [How Courageous Leadership Boosts Innovation](https://amplifydei.com/how-courageous-leadership-boosts-innovation/) - [Powerful Employee Resource Groups (ERGs): Driving Organizational Success](https://amplifydei.com/active-employee-resource-groups/) - [Stripe’s Best Practices for Employee Layoff: A Blueprint for Psychological Safety](https://amplifydei.com/stripe-best-practices-for-employee-layoff/) ![author avatar](https://secure.gravatar.com/avatar/5c87cf45f8d0d438ec8cbeca6446bb31d55021e4b86b612a649ddcd91bb0e586?s=300&d=mm&r=g) Vivian Acquah Vivian Acquah CDE®, certified inclusion strategist, aims to support leaders with creating high-performance environments where inclusivity thrives. Guided by a clear vision of inclusion and empowerment, Vivian works to dismantle systemic barriers and create spaces for people to thrive. With a name that literally translates as ‘water’, Vivian has become a fire extinguisher in the field of inclusive environments. She has provided clients such as Heineken, Nike, LinkedIn, Google, Indeed, Deloitte, Danone, Cargill, Swift, Acrolinx, KLM and Zalando with tangible strategies for embracing inclusive change. [See Full Bio](https://amplifydei.com/author/vivian/) [ ](https://amplifydei.com/author/vivian/) **Categories:** Amplify DEI, Blog, Blog EN, export, Podcast **Tags:** advisor, Amplify DEI, artificial intelligence, board of directors, bonus, Certified Diversity Executive, Chat GPT, Company Culture, constructive feedback, corporate, creativity, departing employees, different departments, diversity, Diversity Equity Inclusion, Dutch company, emotional agility, employee retention, employment practices, equity, Facebook, Facebook/Meta, facilitator, Growth Mindset, healthcare, hiring practices, human resources, humanizetheworkplace, inclusion, intersection, layoffs, leader, leaders, Let's Humanize the Workplace, love, manager, managers, Mary Jane Roy, massive layoffs, Meta, mistakes, monthly conversation, open vacancies, popular culture, positive feedback, psychological safety, PTO, resilience, reskill, respect, separation, service awards, severance pay, skills, strengths, stress, Stripe, Stripe CEO, techies, termination process, trainer, universities, upper management, Vivian Acquah, vulnerability, workplace culture, workplace wellness --- ### [How to Break the Bias](https://amplifydei.com/how-to-break-the-bias-reflections-on-international/) **Published:** October 9, 2022 **Author:** Vivian Acquah **Content:** Every year around March 8, our Instagram feeds start filling up with photos celebrating women. It’s International Women’s Day, and everyone wants to show that *they care about women.* And while the sentiment between posts and public displays of support for women, there is a much deeper level of conversation that needs to be had. Table of Contents [\[Open\]](javascript:;)[\[Close\]](javascript:;) - [How to Break the Bias: Reflections on International Women’s Day](#0-how-to-break-the-bias-reflections-on-international-womens-day) - [Humanizing a Broken Workplace](#1-humanizing-a-broken-workplace-) - [Policy Examples to Build a Better Workplace](#2-policy-examples-to-build-a-better-workplace-) - [Addressing the Gender Pay Gap](#3-addressing-the-gender-pay-gap-) - [Intersectionality and Inclusion](#4-intersectionality-and-inclusion-) - [Taking Action to Overcome Unconscious Biases](#5-taking-action-to-overcome-unconscious-biases-) - [Conclusion](#6-conclusion-) We can celebrate International Women’s Day, but we can’t ignore the roadblocks and setbacks that many women still face. We can post something on Instagram, but that doesn’t break down the biases against women in their professional and personal lives. To discuss breaking biases on International Women’s Day, we invited some guests to speak on a recent episode of Let’s Humanize the Workplace. - [Katee Van Horn](https://www.linkedin.com/in/katee-van-horn), HR Strategist; - [Kimberley John-Morgan](https://ca.linkedin.com/in/kimberleyjohnmorgan), equity advocate; - [Joseph Santana](https://www.linkedin.com/in/joesantana/), chairman of the CDO PowerCircle; - host [Vivian Acquah](https://www.linkedin.com/in/vivianacquah/), workplace wellness advocate. Together we discuss breaking biases, intersectionality, and our hopes for the future. # How to Break the Bias: Reflections on International Women’s Day ### **Humanizing a Broken Workplace** We talk about humanizing the workplace because, in many ways, the workplace is broken. We can look at this from several different angles. Our panelists brought up a few problems with the workplace as it is right now: - The **increasing digitization** of the workplace makes it harder to connect on a human, personal level. AI, work-from-home, remote teams, and communication software may make things more efficient, but we move further away from valuable human interaction. - COVID-19 has shown us that there are **more important things than working**. We have other important priorities and values in our lives—work needs to fit into our lives and leave space for work-life balance. - **Workplaces that don’t care about their employees cannot retain employees**. It must be a two-way street of respect, value, and trust. People are realizing more and more that a company that doesn’t have your back is not for you! This fuels the Great Resignation of people leaving their workplace for “greener pastures” somewhere else. In relation to women, one of the main ways the workplace is “broken” is that it wasn’t built for most women. The modern workplace or job is still stuck in a decades-old mindset that the husband goes to work and has a wife at home to take care of things. This is, obviously, just not how the world works anymore. ### **Policy Examples to Build a Better Workplace** For that reason, companies need to evaluate their policies, procedures, and expectations to ask if they are suited for **all people** to thrive under. Here are a few examples of policy areas that need attention to build a better workplace: - **Work from home policies**—flexible work arrangements allow employees to attend to their personal lives, which in turn make them better and more committed employees. - **Childcare expenses as business expenses**—why are expenses like meals and drinks considered legitimate business expenses, but childcare to attend a meeting is not? - **Bereavement or other personal leave policies**—the expectation that you return to work immediately after a miscarriage or death of a loved one is inhumane. - **Gap years on resumes**—women, or all parents, should not be penalized for taking time to have and raise children. These are just some areas that companies need to evaluate. But it would be a mistake to think that they are small tweaks or patches. To truly create diverse workplaces and include women and others into the workplace, there needs to be a *total overhaul* of the workplace. Companies may need to consider completely new and innovative strategies instead of relying on quick fixes. *“When you look at the overwhelming changes that are happening, in some respects, we may lose some of that humanization unless we literally and intentionally put that humanization back in.” -Joseph Santana* ### **Addressing the Gender Pay Gap** Alongside the policy areas already mentioned, another big one needs to be discussed: the gender pay gap. Katee Van Horn discussed just why this bias is one that needs to be broken. Women can get excited with a raise—until they realize their male counterparts make way more. One of the biggest ways to impact the gender pay gap is through **transparency surrounding salaries and wages.** We need to remove the taboo on discussing money! The more women know and understand what others are being paid, the easier it is to advocate for change. Another piece to this puzzle is around **recruitment** and hiring best practices. Vivian Acquah shared an anecdote where [a recruiter was bragging](https://news.yahoo.com/hiring-recruiter-sparks-outrage-revealing-220112219.html) about offering someone a salary based on what they asked for but lower than the market rate. The question here is, *why?* If we want to bring in the best talent and retain them, recruiters and hiring managers need to reorient themselves towards transparency and honest conversations about value instead of paying as little as they can get away with. *“As a recruiter, you’re working for the company. But isn’t it also your mission and your job, when somebody comes in, that you find ways to help make them stay?” -Vivian Acquah* ### **Intersectionality and Inclusion** When discussing International Women’s Day and breaking biases, intersectionality is essential to the conversation. Unfortunately, many people are still not welcoming and accepting of transgender women and do not fight for their inclusion in women’s movements and conversations. **But intersectionality is core to DEI (diversity, equity, and inclusion) work.** We can’t claim to be for one group and not the other—it’s not a “pick and choose” option. A starting place for intersectionality is curiosity. Try to understand another person’s point of view or lived experience—with genuine curiosity—and it will be easier to include those intersecting ideologies into your own experience. *“Each one of us has a role in supporting the other, and each one of us has a role in making sure that everyone else is okay. To say to a woman, “you’re not a woman because you’re a transgender woman…” What happens in that person’s mind when they walk away from that conversation? -Katee Van Horn* ### **Taking Action to Overcome Unconscious Biases** *Unconscious bias training has been a hot topic of conversation in the corporate world. And while we need to start unpacking those unconscious biases, are we going far enough?* If it stops and recognizing you have an unconscious bias, there is no real action or change. We need to go a step further and start to consider **how bias impacts everyday interactions with people. Each** person needs to take individual responsibility for this, as no company or corporation will be able to do that work for you in a two-hour training session. Here are some things that can help unpack unconscious biases and see how it impacts interactions: - **Remember, you never know who you are speaking with**. You cannot know people’s identities fully until you tell them, so come from a place of humility when interacting with them. - **Consider people in your life who you love** and who might have diverse or intersectional identities. How would you want people to treat them? - **Consider unconscious bias a muscle to train.** You cannot unpack your entire life’s experiences right away and change overnight. It takes time to strengthen the muscle and understand your biases. Commit to working on it so that it grows and strengthens. - **Ask, “who’s missing?**” Train your eye to notice who is and isn’t in the room. This helps challenge your beliefs and ideas about who should be there. You can also begin to advocate for diverse voices to be present. Our panelists were also passionate about educating young people in this area. It is, of course, possible for adults to unlearn and relearn while unpacking their unconscious biases. However, it can be challenging to do! It’s hard to put in that work and undo years of looking at the world a certain way. Children, however, can absorb information, learn, and grow in a positive direction much easier than adults. **We need to instill diversity, equity, and inclusion values into the younger generations** so that they will come up into the workplace and make a positive change. *“Diversity, equity, and inclusion starts in elementary school so that we don’t have these adults who go into these workplaces with these ideas that are hardened and baked into their core, and we’re trying to chisel them out.” -Kimberley John-Morgan* ### **Conclusion** Let’s use International Women’s Day to do more than post photos on Instagram. Instead, let’s continue the conversation about humanizing the workplace, closing the gender pay gap, including all women with intersecting identities, and unpacking unconscious biases every single day. We talk about all things diversity, equity, and inclusion (DEI) on Let’s Humanize the Workplace. Make sure to check out the Amplify DEI [YouTube channel](https://bit.ly/vlvYouTube) for more inspiring and important conversations. Also, take a look at the [Amplify DEI](https://amplifydei.com/) conference to continue to expand your knowledge and amplify DEI in your workplace! ![author avatar](https://secure.gravatar.com/avatar/5c87cf45f8d0d438ec8cbeca6446bb31d55021e4b86b612a649ddcd91bb0e586?s=300&d=mm&r=g) Vivian Acquah Vivian Acquah CDE®, certified inclusion strategist, aims to support leaders with creating high-performance environments where inclusivity thrives. Guided by a clear vision of inclusion and empowerment, Vivian works to dismantle systemic barriers and create spaces for people to thrive. With a name that literally translates as ‘water’, Vivian has become a fire extinguisher in the field of inclusive environments. She has provided clients such as Heineken, Nike, LinkedIn, Google, Indeed, Deloitte, Danone, Cargill, Swift, Acrolinx, KLM and Zalando with tangible strategies for embracing inclusive change. [See Full Bio](https://amplifydei.com/author/vivian/) [ ](https://amplifydei.com/author/vivian/) **Categories:** Amplify DEI, Blog, Blog EN, export, Podcast **Tags:** Amplify DEI, bias, biases, break bias, Break The Bias, diversity, human resources, humanizetheworkplace, international women's day, IWD, Joseph Santana, Katee Van Horn, Kimberley John-Morgan, leader, leadership, unconcious bias, Vivian Acquah, woman, Woman in the workplace, Women, workplace wellness --- ### [How Courageous Leadership Boosts Innovation](https://amplifydei.com/how-courageous-leadership-boosts-innovation/) **Published:** September 6, 2023 **Author:** Vivian Acquah **Content:** In this captivating episode of the “Humanize The Workplace” podcast, hosted by Vivian Acquah, thought leader Edson Hato, an award-winning HR executive and transformation consultant, delves into the transformative power of courageous leadership and its profound impact on innovation within the workplace. Table of Contents [\[Open\]](javascript:;)[\[Close\]](javascript:;) - [Introduction](#0-introduction-) - [Speakers](#1-speakers-) - [Cultivating Courageous Leadership](#2-cultivating-courageous-leadership-) - [The Value of Trust and Networks](#3-the-value-of-trust-and-networks-) - [Humanizing the Workplace: A Paradigm Shift](#4-humanizing-the-workplace-a-paradigm-shift-) - [Active Listening: The Power of Truly Hearing Others](#5-active-listening-the-power-of-truly-hearing-others-) - [The Value of Gratitude and Supportive Networks](#6-the-value-of-gratitude-and-supportive-networks-) - [Conclusion](#7-conclusion-) - [Need support in Amplifying DEI from within?](#8-need-support-in-amplifying-dei-from-within-) - [Latest Post](#9-latest-post-) ## **Introduction** Rooted in his extensive experience and knowledge, Edson leads an enlightening discussion on humanizing the workplace, shifting traditional leadership paradigms, and fostering an environment that nurtures creativity and collaboration. In this article, you can explore the highlights of this inspiring conversation. ### **Speakers** [Vivian Acquah CDE®](https://www.linkedin.com/in/vivianacquah/) (host of the show) As a Certified DEI Consultant/ Certified Diversity Executive, Vivian Acquah CDE® advises managers on how to keep their team members engaged, energized, and safe in a sustainable manner. [Edson Hato](https://nl.linkedin.com/in/edson-hato-mba-hr-exec) (guest) is an award-winning HR Executive and Transformation Consultant who is known for creating impact. With years of corporate and entrepreneurial experience, Edson uses his knowledge to help solve complex organizational challenges and orchestrate systemwide holistic transformational change. ## **Cultivating Courageous Leadership** Edson continues his exploration by emphasizing that courageous leadership is pivotal for nurturing innovation within an organization. By identifying networks that possess the potential to create disproportionate value in the future, leaders can pave the way for groundbreaking ideas and collaborations. Historical examples, such as John F. Kennedy, Mother Theresa, and Haitian freedom fighters, serve as testaments to the impact that courageous leaders can have on driving societal change. Despite adversity and criticism, these leaders remained unwavering in their dedication to their causes, breaching boundaries and shaping the course of history. ## **The Value of Trust and Networks** An integral component of courageous leadership is cultivating trust within and outside the organization. Edson highlights the importance of nurturing multiple networks, even if most endeavors fail, as they serve as stepping stones towards success. By actively engaging in networking, leaders open avenues for collaboration, uncovering new opportunities and challenges that fuel innovative thinking. Through trust-based relationships, leaders can amplify the collective intelligence of their teams, fostering an environment where diverse perspectives and experiences thrive, ultimately propelling innovation to new heights. *“**Evolution of Leadership:** What we are realizing now and now that we’re getting into the modern definition of leadership, whereby the ways more and more women are getting into the field of leadership. We’re starting to talk about chaos. We’re starting to talk about building networks. we’re starting to talk about distributed leadership. We’re starting to talk about, courageous leadership. and these are all relation yes. These are all relationship driven leadership styles.”* **Edson Hato** ## **Humanizing the Workplace: A Paradigm Shift** Edson’s insights on humanizing the workplace come to the forefront as he reflects on traditional leadership models and their limited scope. Historically, leadership belonged exclusively to men, aristocracy, royalty, political figures, philosophers, priests, and military commanders. However, recent shifts have allowed emerging leaders from diverse backgrounds to challenge conventional norms. Relational, distributed, shared, and courageous leadership approaches have emerged as alternatives to the traditional hierarchical leadership model, fostering inclusivity, empathy, and collaboration. ***Failure as a Valuable Lesson:** “Because we look at failure like it’s not a valuable lesson, and I am just like, okay. It’s good that we fell, but after falling, you’re standing up where I fell.”* **Vivian Acquah** ## **Active Listening: The Power of Truly Hearing Others** Listening actively and attentively is a vital characteristic of courageous leaders. Gone are the days when leaders could give instructions and expect compliance. Authentic leadership lies in the ability to engage authentically with others, to understand their perspectives, and to respond thoughtfully. By fostering an inclusive culture that values and actively listens to diverse voices, leaders can empower their teams to explore uncharted territories, leading to innovation and growth in unimaginable ways. ## **The Value of Gratitude and Supportive Networks** Edson shares personal experiences that underline the significance of gratitude and supportive networks in one’s journey. Reflecting on encounters with a supportive dean, he acknowledges the dean’s profound impact on his path to success. These encounters serve as reminders to value the power of diverse networks and the transformative potential present within each connection. By nurturing gratitude and cultivating diverse networks, leaders can create an environment that fosters collaboration, empathy, and mutual support—a fertile ground for innovation. ## **Conclusion** As we bring this transformative episode of “Humanize The Workplace” to a close, we are left with a deep appreciation for the role of courageous leadership in boosting innovation. Edson Hato’s insightful reflections remind us that we have the power to humanize our workplaces and reshape traditional leadership paradigms. By embracing serendipity, cultivating trust, fostering inclusive cultures, actively listening to others, and valuing supportive networks, we can ignite the flames of innovation and create workplaces that thrive on creativity, collaboration, and humanity. Let’s embark on this courageous journey together and truly humanize the workplace. ### **Need support in Amplifying DEI from within?** ![Amplify DEI Cards](https://amplifydei.com/wp-content/uploads/2023/01/Amplify-DEI-Self-Team-Cards-1-1024x576.jpg "- Amplify DEI")The [Amplify DEI Card decks](https://card.amplifydei.com/) are designed to support you in creating more inclusive environments and encouraging conversation. Increase your self and team awareness with the [Amplify DEI Cards](https://card.amplifydei.com/). [***Click here to learn more about the Amplify DEI Cards***](https://card.amplifydei.com/). ### **Latest Post** - [The Role of Inclusive Workshop Facilitator in Transforming Teams](https://amplifydei.com/workshop-facilitator-transforming-teams/) - [The Role of Male Allies: A Conversation on Inclusive Leadership and Cultural Intelligence](https://amplifydei.com/the-role-of-male-allies/) - [How Courageous Leadership Boosts Innovation](https://amplifydei.com/how-courageous-leadership-boosts-innovation/) - [Powerful Employee Resource Groups (ERGs): Driving Organizational Success](https://amplifydei.com/active-employee-resource-groups/) - [Stripe’s Best Practices for Employee Layoff: A Blueprint for Psychological Safety](https://amplifydei.com/stripe-best-practices-for-employee-layoff/) ![author avatar](https://secure.gravatar.com/avatar/5c87cf45f8d0d438ec8cbeca6446bb31d55021e4b86b612a649ddcd91bb0e586?s=300&d=mm&r=g) Vivian Acquah Vivian Acquah CDE®, certified inclusion strategist, aims to support leaders with creating high-performance environments where inclusivity thrives. Guided by a clear vision of inclusion and empowerment, Vivian works to dismantle systemic barriers and create spaces for people to thrive. With a name that literally translates as ‘water’, Vivian has become a fire extinguisher in the field of inclusive environments. She has provided clients such as Heineken, Nike, LinkedIn, Google, Indeed, Deloitte, Danone, Cargill, Swift, Acrolinx, KLM and Zalando with tangible strategies for embracing inclusive change. [See Full Bio](https://amplifydei.com/author/vivian/) [ ](https://amplifydei.com/author/vivian/) **Categories:** Amplify DEI, Blog, Blog EN, export, Podcast **Tags:** active listening, Amplify DEI, anger, boosting innovation, CEO, Chief HR Officer, CHRO, collaboration, contract, courage, Courageous Leadership, dedication, DEI Coach, difficult conversations, disproportionate value, diversity, Diversity Equity Inclusion, Edson, Edson Hato, energetic flows, France, French lady, gratitude, Growth Mindset, Haiti, Haitian freedom fighter, HR, HR executive, humanizing, humanizing the workplace, inclusive, inclusive leader, innovation, intentional, John F. Kennedy, leaders, leadership, Leadership Development, leadership origins, networking, networks, payment, relationships, reorganize, serendipity, transformation consultant, trust, two weeks, universe --- ### [AI + Recruiting, The Good, The Bad & The Ugly With Maikel Groenewoud](https://amplifydei.com/ai-recruiting-the-good/) **Published:** May 13, 2021 **Author:** Vivian Acquah **Content:** Artificial intelligence is related to intelligence demonstrated by machines. It is opposite from the natural intelligence displayed by humans and animals, which involves consciousness and emotionality. AI has a close relation with recruiting. In recent years in companies and education, the focus is less on courses like management and organization and organizational psychology. Focus on the technical side has increased. But that also means that you lose sight of all the important things because you have to deal with humans at the end of the day. So you also need to be skillful in that area as well and be sensitive to what works for people. *Disclosure: This post contains affiliate links. If you click through and make a purchase,* *I’ll earn a commission, at no additional cost to you.* Table of Contents [\[Open\]](javascript:;)[\[Close\]](javascript:;) - [The inclusive leader](#0-the-inclusive-leader-) - [Connection with Humanizing a Virtual Workplace](#1-connection-with-humanizing-a-virtual-workplace-) - [Fostering belonging through inclusive and values-driven leadership](#2-fostering-belonging-through-inclusive-and-values-driven-leadership-) - [Artificial Intelligence within Recruiting](#3-artificial-intelligence-within-recruiting-) - [Ethical use of AI and recruiting](#4-ethical-use-of-ai-and-recruiting-) - [Choosing the right tool or software to prevent bias from amplifying Diversity, Equity & Inclusion within the company](#5-choosing-the-right-tool-or-software-to-prevent-bias-from-amplifying-diversity-equity-amp-inclusion-within-the-company-) - [Instances of incorporating historical biases into AI](#6-instances-of-incorporating-historical-biases-into-ai-) - [How to use AI positively?](#7-how-to-use-ai-positively-) - [Technology is not the problem; it is humans](#8-technology-is-not-the-problem-it-is-humans-) - [Wish For 2025](#9-wish-for-2025-) - [Related Topics](#10-related-topics-) \[spp-player optin=”off” ctabuttons=”on” poweredby=”off” url=”https://app.mysoundwise.com/tracks/1619969727358e.mp3″\] ## **The inclusive leader** This is an audio version episode of **Let’s Humanize The Workplace**, hosted by the inclusive workplace wellness advocate **Vivian Acquah.** She introduces a very inspiring and amazing guest speaker **Maikel Groenewoud**, manager at EY consulting. He focuses on managing data science and AI projects. Furthermore, Maikel is a true advocate for fostering belonging through inclusive and values-driven leadership. ## **Connection with Humanizing a Virtual Workplace** When Vivian, the host, asks Maikel about his definition of humanizing the virtual workplace, he says that when he thinks about humanizing a virtual workplace, he wants characteristics such as empathy, listening, thinking, and being supportive. These characteristics have remained undervalued in those places. The business will focus on stuff like the ego, on winning, on the self, making lots of money at all costs. He also adds that: *“I think those are characteristics that traditionally are not necessarily that valued in the business world.”* And he also shows the importance of them by connecting them with crisis and said that these characteristics would be very helpful in getting through a crisis. He further strengthened his views by saying that: *“how much it has been male-dominated the workplace, specifically white male-dominated, and as you focus on certain characteristics, these are the ones that are then left out of the discussion and equations as well.”* ## **Fostering belonging through inclusive and values-driven leadership** Values-driven means how do you feel that you should be behaving? How should you be treating people based on your values? In the same way, inclusive means a way to as a manager, or as a project leader, or whatever, to also try to include all different kinds of people and all different backgrounds, or the mindset, you need to be open, flexible, and to deal with all those variations that you might see in people. Being inclusive is essential when you do not want to push people out of the company or whatever situation. So you need to be open to it so that everyone can feel like they belong. You must focus on diversity and inclusion. Vivian adds to it and says that *“diversity drives innovation, especially for the company that wants to be more innovative. It is the key element in innovation.”* ## **Artificial Intelligence within Recruiting** Artificial Intelligence can provide a more standardized, more transparent, and more methodical process for evaluating candidates. It potentially allows you to be more objective when evaluating your candidates and really brings to light areas where you are not objective. **Maikel** says in this context that: *“When I look at AI, in a recruiting context, it provides a mirror essentially, of how people have historically judged or evaluated candidates because essentially, the current generation of AI just learns from the data that is presented.”* ## **Ethical use of AI and recruiting** If you as a leader just train the system based on old data without any thought to it and without any supervision, that is something for leaders to be mindful of, the ethical side. And the other thing is that when you use technology like this, it can standardize things and be more methodical. But at the same time, you do not want to reduce people to just numbers or data points. **Maikel** says that: *“There’s always a story behind the data. Regardless of the outcomes of the system, there’s still like a human behind it. This provides you maybe a snapshot or some input about the person, but that does not necessarily have to mean the whole, to be the whole story. I think those are things that will be important for us to keep in mind when using the technology in this context, specifically the ethical things that you need to consider.”* ## **Choosing the right tool or software to prevent bias from amplifying Diversity, Equity & Inclusion within the company** AI learns from data that comes from humans, so bias is basically learned from humans. Moreover, AI isn’t going to supervise itself. When people try to point to bias in AI, it’s a deflection tactic. And even if you find bias in AI, it is actually easier to make bias transparent in AI. But it has to do with one’s own intentions and mindset. Because bias is not necessarily a bad thing when you are transparent, if you are aware that it is a bias and it is documented, then you can use this technology maybe in specific situations only. **Maikel says:***“If I make a recruiting tool, and it’s based on people from the Netherlands, only, then maybe it only works well for people in the Netherlands. And when I would try to apply it in other countries, maybe it doesn’t work that well.”* ## **Instances of incorporating historical biases into AI** **Maikel** says: *“we do it in recruiting, to democracy, where does someone get a job? And maybe when you are judging loan applications, for instance, because you also like historically, also have inequity there that certain people would get a loan more easily than other people.* *Like maybe you would say, I don’t want to build a system. There is discrimination between people as well. So I do not want to discriminate between men and women and not to discriminate between white and black people or others.”* ## **How to use AI positively?** The reality is that bias in AI is not the root issue. The actual issue is the bias of humans and their behavior and the ways they treat each other. Furthermore, the way communication is handled in any specific situation is also one of the serious issues. AI is just a tool. It has many potential applications, but it depends on the people behind it to care how the technology is used. **Maikel** says in this regard: *“And that is it, people need to have like, a willingness also to like, acknowledge their own harmful behaviors, and their harmful effects on other people. And there should also be a willingness to acknowledge and commit to doing the work to try to better your own behaviors. But it will take time. “* ![](https://amplifydei.com/wp-content/uploads/2021/05/AI-Recruiting-Timnit-Gebru-Google-1024x576-1.jpg "AI-Recruiting-Timnit-Gebru-Google-1024x576 - Amplify DEI")*Timnit Gebru Photo by Kimberly WhiteGetty Images for [TechCrunch](https://www.flickr.com/photos/techcrunch/29603362277/in/photolist-R9TzLN-2j47KyZ-gbC7SG-M6WYeT-2876E3Y-2876DXh-29Lvarj-NJiYHd)*Many people are not ready yet to embrace, to amplify diversity, equity, and inclusion. But at the same time, one should be realistic about the world where we live in. During the interview, Vivian Acquah shared Timnit Gebru’s story. [Click here to read the article](https://venturebeat.com/2020/12/10/timnit-gebru-googles-dehumanizing-memo-paints-me-as-an-angry-black-woman/). ## **Technology is not the problem; it is humans** Technology is never the real issue; it is always humans. You need to check your data. You need to supervise the technology, and you need to check your work. If you do not check it, do you care enough about other people as they want to include themselves, or do you put barriers before them? You can develop technology, but it is humans. Humans have to apply it responsibly. ## **Wish For 2025** When Vivian asks Maikel about his wish for 2025 about humanizing the workplace and AI in recruiting, he replies, *“my wish, of course, I would wish that there would be more room, in the workplaces, for all sorts of other values, like I talked about, like empathy and being supportive.* *And just like, not only have to focus on just on the self, and not make as much money as possible, you’re not dealing with numbers. So that would be my wish. But realistically, like, I’ve been around for such a long time, and like, as I study history, I do not see it actually happening in just a few years. So it will take way longer. And yeah, my wish for AI and recruiting. Yeah, I don’t necessarily have a wish either way.* *And really, like, I work with the technology in general, recruiting is one application. But for me, like, I wouldn’t say that you need to use it or don’t need to use it; it’s more like about the humans behind the technology that will determine whether the technology will be applied in a responsible and ethical manner. Unethical human beings will conduct recruiting in an unethical manner, with or without AI.”* ## **Related Topics** - [](https://amplifydei.com/podcast/get-ready-to-rehab-your-career/209945/)[Get Ready To Rehab Your Career With Kanika Tolver](https://amplifydei.com/get-ready-to-rehab-your-career/) - [](https://amplifydei.com/podcast/get-ready-to-rehab-your-career/209945/)[Let’s Pull Up Diversity, Equity & Inclusion!](https://amplifydei.com/lets-pull-up-diversity-equity-inclusion/) - [](https://amplifydei.com/podcast/get-ready-to-rehab-your-career/209945/)[Unlocking Online Presence](https://amplifydei.com/unlocking-online-presence/) **Host**: [Vivian Acquah](https://www.linkedin.com/in/vivianacquah/) As a Workplace Wellness Advocate & Amplify DEI consultant, Vivian advises managers on how to keep their team members healthy, happy, and safe by using a holistic approach called workplace wellness. She is also the digital strategist for this live stream production. This live stream will be broadcasted via LinkedIn, Facebook, Youtube & Twitter/Periscope simultaneously. Involve your audience by using live streams! Would you like to know more? Feel free to send a 📧 via [LinkedIn](https://www.linkedin.com/in/vivianacquah/) or info@vivalavive.com ![author avatar](https://secure.gravatar.com/avatar/5c87cf45f8d0d438ec8cbeca6446bb31d55021e4b86b612a649ddcd91bb0e586?s=300&d=mm&r=g) Vivian Acquah Vivian Acquah CDE®, certified inclusion strategist, aims to support leaders with creating high-performance environments where inclusivity thrives. Guided by a clear vision of inclusion and empowerment, Vivian works to dismantle systemic barriers and create spaces for people to thrive. With a name that literally translates as ‘water’, Vivian has become a fire extinguisher in the field of inclusive environments. She has provided clients such as Heineken, Nike, LinkedIn, Google, Indeed, Deloitte, Danone, Cargill, Swift, Acrolinx, KLM and Zalando with tangible strategies for embracing inclusive change. [See Full Bio](https://amplifydei.com/author/vivian/) [ ](https://amplifydei.com/author/vivian/) **Categories:** Amplify DEI, Blog EN, Podcast **Tags:** AI, AI Bias, AI Recruiting, Amplify DEI, bias, DEI, diversity, diversity wins, employee engagement, equality, Happiness At Work, hiring, HR, human resources, humanizetheworkplace, jobs, leader, leaders, leadership, linkedin live, manager, recruiting, Vivian Acquah, well being, work, workforce, workplace wellness --- ### [Activate Inclusion From Within Your Comfort Zone With LinkedIn Now](https://amplifydei.com/activate-inclusion-with-linkedin/) **Published:** August 21, 2021 **Author:** Vivian Acquah **Content:** *Small inclusion efforts go a long way. Use LinkedIn’s pronunciation and pronoun features as a basis for broadening your horizon.* #### **The definition** Inclusivity is about being chosen for school or club teams, doing work for a project, or being chosen to sit at the lunch table; at its heart, it is about being included. Being chosen to star in the school play, being invited to a dinner, or being part of a group birthday celebration are all a means to a greater end. Inclusivity is a method of making equal access available to the excluded, such as those having physical or mental disabilities or members of minority groups. *Disclosure: This post contains affiliate links. If you click through and make a purchase,* *I’ll earn a commission, at no additional cost to you.* Table of Contents [\[Open\]](javascript:;)[\[Close\]](javascript:;) - [The definition](#0-the-definition-) - [Listen to the audio version of this article](#1-listen-to-the-audio-version-of-this-article) - [Beyond the surface](#2-beyond-the-surface-) - [LinkedIn has an inclusion tool for that](#3-linkedin-has-an-inclusion-tool-for-that-) - [LinkedIn Profile](#4-linkedin-profile-) - [Meet the numbers](#5-meet-the-numbers-) - [There’s still work to be done](#6-theres-still-work-to-be-done-) - [Uzoamaka’s Mother](#7-uzoamaka%E2%80%99s-mother-) - [Let’s Amplify DEI](#8-lets-amplify-dei) - [Latest Posts](#9-latest-posts) #### Listen to the audio version of this article #### **Beyond the surface** Great. Now you have read the definition of inclusion. On the surface, it appears that it’s accessible to all, right? Regardless of how others perceive us, we all want to be inclusive and respectful. And, in turn, we want to be accepted and respected. Such a broad definition allows you to start wherever you wish, however. Doing something big or doing everything at the same time isn’t required. Make your start small. One small change; a single step; but make sure it’s clear. #### **LinkedIn has an inclusion tool for that** [Vivian Acquah](https://www.linkedin.com/in/vivianacquah/), who is a diversity, equity, and inclusion (DEI) consultant, strategist, and trainer, explained that when learning how to properly pronounce their co-workers, clients, and stakeholders’ names, it’s essential. LinkedIn offers features to identify yourself and others, such as: using first and last names, the name feature, and the ability to ask for first and last names. If you’re speaking to a group of people, drop the term “guys (or guysing)” because it does not include everyone. #### **LinkedIn Profile** Your LinkedIn profile is one of the quickest and easiest ways to increase your reputation in the professional world. For example, here you can get a glimpse of what a person looks like, find out what their professional interests are, and learn about their personal history. If you know where they went to school, you’ll be able to tell if they studied certain subjects, where they previously worked, and more. However, you will often only discover how individuals are shaped by their experiences, skills, opportunities, geographies, and events if they were to write about it themselves (you get the idea). But, don’t forget, there is even more! To obtain even more information about a profile before contacting or meeting a new connection, you should practice what you’ve learned in this article by guessing the pronunciation of the name. Acquah, who is also the founder of [Amplify DEI](https://amplifydei.com/), noted that she also incorporates the name pronunciation feature as well as pronouns on her LinkedIn profile in order to make other users feel more at ease. Inviting them to also include this information on their site is another part of supporting them to feel comfortable. Acquah, in this short video, examines the role of pronouns in being inclusive and getting to know others. > ***The question is, what pronoun are you using?*** #### **Meet the numbers** As most people will agree, proper name pronunciation and the respect it gives must be grasped. Wouldn’t everyone want to use any possible means to help them accomplish their goal without appearing strange or offensive? However, in a recent LinkedIn poll conducted by Acquah, more than half of the respondents claimed they are not using the name pronunciation feature. While she was very surprised by the results, Acquah mentioned that she was fascinated as LinkedIn has put in an effort to assist with DEI amplification. There is no need to adjust or shorten your name because people can’t pronounce your name. ![](https://amplifydei.com/wp-content/uploads/2021/08/LinkedIn-Name-Pronunciation-Feature-Vivian-Acquah-Inclusion-Amplify-DEI-1024x576-1.jpg "LinkedIn-Name-Pronunciation-Feature-Vivian-Acquah-Inclusion-Amplify-DEI-1024x576 - Amplify DEI")#### **There’s still work to be done** “These results reveal that there is still significant work to be done to help people understand even the relatively minor efforts to implement DEI in our communities and the workplace,” Acquah said. I wanted to draw attention to micro-actions people can take to amplify DEI in their own spheres of influence. #### **Uzoamaka’s Mother** Meanwhile, [Uzoamaka Aduba](https://www.linkedin.com/posts/vivianacquah_diversity-inclusion-leadership-activity-6777174888697360384-kisO) explained, “I won’t be changing my name, and I am proud of it.” “Uzoamaka asked her mother if she could change her name to Zoe. Uzoamaka shared that her mother was cooking and was talking in her Nigerian accent when she asked, ‘Why?’ Uzoamaka said, ‘Nobody can pronounce it.’ Without missing a beat, her mother said, ‘If they can learn to say Tchaikovsky and Michelangelo and Dostoyevsky, they can learn to say Uzoamaka.’ > ***To change a name is to erase a part of a person’s identity.*** #### Let’s Amplify DEI Imagine a world where Diversity, Equity & Inclusion were at the forefront in the workplace? Together, we can create thriving work environments that empower both employers and employees alike! Unravel and learn about Diversity, Equity & Inclusion from 80+ international experts from September 27th till 29th 2021. Go to [Amplify DEI ](https://amplifydei.com/)to accelerate your DEI journey. Currently, only the LinkedIn iOS or Android mobile app can activate the “Say My Name pronunciation” feature. More information can be found below). **Additional resources** - [LinkedIn Learning, Videos, Articles, Resources and More](https://www.linkedin.com/company/linkedin/) - [Record and Display your Name Pronunciation on your Profile](blank) - [LinkedIn Wants to End Pronunciation Gaffes on Names with New Audio Feature](https://jo.my/name#https://www.wsj.com/articles/linkedin-wants-to-end-pronunciation-gaffes-on-names-with-new-audio-feature-11594067349) This article is adjusted from the article Stop ‘hey, guys(ing)’: Identifying LinkedIn tools for seamless inclusivity and respect. With approval from the DEI Advocate, [MOJOZ Consulting, LLC](https://www.mojozconsulting.com/) by [Monique Jozwiakowski](https://www.linkedin.com/in/moniqueajozwiakowski/), President and CEO (the author of the original article). #### Latest Posts - [The Role of Inclusive Workshop Facilitator in Transforming Teams](https://amplifydei.com/workshop-facilitator-transforming-teams/) - [The Role of Male Allies: A Conversation on Inclusive Leadership and Cultural Intelligence](https://amplifydei.com/the-role-of-male-allies/) - [How Courageous Leadership Boosts Innovation](https://amplifydei.com/how-courageous-leadership-boosts-innovation/) - [Powerful Employee Resource Groups (ERGs): Driving Organizational Success](https://amplifydei.com/active-employee-resource-groups/) - [Stripe’s Best Practices for Employee Layoff: A Blueprint for Psychological Safety](https://amplifydei.com/stripe-best-practices-for-employee-layoff/) ![author avatar](https://secure.gravatar.com/avatar/5c87cf45f8d0d438ec8cbeca6446bb31d55021e4b86b612a649ddcd91bb0e586?s=300&d=mm&r=g) Vivian Acquah Vivian Acquah CDE®, certified inclusion strategist, aims to support leaders with creating high-performance environments where inclusivity thrives. Guided by a clear vision of inclusion and empowerment, Vivian works to dismantle systemic barriers and create spaces for people to thrive. With a name that literally translates as ‘water’, Vivian has become a fire extinguisher in the field of inclusive environments. She has provided clients such as Heineken, Nike, LinkedIn, Google, Indeed, Deloitte, Danone, Cargill, Swift, Acrolinx, KLM and Zalando with tangible strategies for embracing inclusive change. [See Full Bio](https://amplifydei.com/author/vivian/) [ ](https://amplifydei.com/author/vivian/) **Categories:** Amplify DEI, Blog EN **Tags:** Amplify DEI, DEI, diversity, diversity wins, employee engagement, equality, hiring, HR, human resources, humanizetheworkplace, jobs, leader, leadership, Linkedin, linkedin live, manager, name, pronounciation, recruiting, say my name, Vivian Acquah, well being, work, workforce, workplace wellness --- ### [Let's Talk About Racism In The Workplace Today](https://amplifydei.com/lets-talk-about-racism-in-the-workplace/) **Published:** August 23, 2021 **Author:** Vivian Acquah **Content:** *The topic about racial discrimination still poses a challenge in organizational workplaces to date. [Studies ](https://www.imf.org/external/pubs/ft/fandd/2020/09/the-economic-cost-of-racism-losavio.htm)have shown the devastating [health](https://psycnet.apa.org/record/2019-05157-014) and economic consequences of racism and its damaging impacts on a country’s social cohesion.* Talking about racism can be difficult. When it comes down to speaking about racism and race, organizations have been known to not discuss it until they are faced with an incident within the organization, for example, a slanderous comment made by one person to another. *Disclosure: This post contains affiliate links. If you click through and make a purchase,* *I’ll earn a commission, at no additional cost to you.* Table of Contents [\[Open\]](javascript:;)[\[Close\]](javascript:;) - [Listen the audio version of this article](#0-listen-the-audio-version-of-this-article) - [A RACE Framework for Employees](#1-a-race-framework-for-employees-) - [LinkedIn Survey Outcome](#2-linkedin-survey-outcome-) - [Improving the Workplace](#3-improving-the-workplace-) - [Move the DEI Needle](#4-move-the-dei-needle) - [Latest Posts](#5-latest-posts) #### Listen the audio version of this article This reluctance is echoed through the organization, and its impacts are often seen with middle managers too. From dancing around serious conversations to straight-up avoiding any talks about race, managers in these organizations aren’t equipped to have an honest conversation around race or what to do when topics around diversity, equity, and inclusion (DEI) need to be discussed. As a result, DEI initiatives, plans, and approaches often sit within certain groups with a DEI focus or within the C-suite executives, and never truly get integrated within the culture of an organization. With an increased focus on improving the quality of workplaces in recent years, DEI topics have taken a greater center stage in many companies, as improving DEI metrics have shown to improve employee engagement. As such, companies have put more focus on talking about DEI topics, including racism in the workplace. To eradicate any taboo or systemic barriers built around conversations of racism, leaders should inspire managers and employees within an organization to have productive conversations amongst themselves to improve the culture of a workplace. #### **A RACE Framework for Employees** Professor Stephanie Creary offers a framework for middle managers to guide them through initiating conversations about race in the workplace. After all, DEI frameworks should not only be created and tailored to executives when the impact of DEI concerns affects the entire organization. In her framework, Professor Creary details the acronym RACE as the following: R – Reduce anxiety by talking about race anyway. A – Accept that anything related to race is either going to be visible or invisible. C – Call on internal and external allies for help. E – Expect that you will need to provide some “answers,” practical tools, skill-based frameworks, etc. ![](https://amplifydei.com/wp-content/uploads/2021/08/Nominate_Amplify_DEI_Leader_frame-768x432-1.jpg "Nominate_Amplify_DEI_Leader_frame-768x432 - Amplify DEI")[**Click Here To Nominate An Amplify DEI Leader before 12 September 2021**](https://bit.ly/DEIAmplifyer)#### **LinkedIn Survey Outcome** In a [recent survey](https://www.linkedin.com/posts/vivianacquah_racism-diversity-equity-activity-6827954134856015872-VaiM/) I’ve done on LinkedIn to understand how employees, ranging from C-suite to middle managers, in a varied number of industries felt about talking about race, a significant number felt comfortable talking about race in the workplace. It was interesting to note that about 1 out of 4 felt somewhat uncomfortable talking about race at the workplace. In comments received by survey participants, some commented that while they were comfortable speaking about race at the workplace, they were only comfortable at speaking about topics related to racism that was more widely spoken about and addressed, like systemic racism, compared to one-on-one conversations about racial biases. ![](https://amplifydei.com/wp-content/uploads/2021/08/Talking-about-Racism-Vivian-Acquah-Linkedin-Poll-1024x576-1.png "Talking-about-Racism-Vivian-Acquah-Linkedin-Poll-1024x576 - Amplify DEI")Another survey participant stated that the discomfort of speaking about race at the workplace stems from being seen as too “emotional” and that she is selective about who and when she shares the conversation with. A senior manager who commented stated that due to race being brought up in an accusing manner towards white employees at the workplace, it has caused her to rely on engaging with conversations about race to only a limited few. It needs to be acknowledged that it is a step in the right direction for organizations to review and add DEI policies into a company’s overall policies, there indeed is much work to do to unlearn any form of negative connotation or fears attached to conversing about race and work toward creating a constructive and safe space to have such conversations in the workplace, without blaming a group of people or victimizing another. Such frameworks, as written by Professor Creary, can help in guiding these conversations to create more safe spaces to discuss topics relating to race and other previously labeled “taboo” topics in the DEI umbrella, to build a more cohesive and inclusive workforce. #### **Improving the Workplace** While organizations can provide thought-provoking frameworks and tools to help employees with There’s much work to do on a personal level, too. Reflecting on our habits and preconceived notions of others at work is something we must do regularly to ensure that we can contribute to an inclusive and thriving workplace. We need to personally challenge preconceived notions we have built around the race of our colleagues and interact with them with an open mind, to really listen to their ideas and recognize their contribution. This will in turn build a more engaged workplace, which will improve any performance metrics that the company sets out to achieve. A sensitive and mature approach to discussing racism strengthens organizational culture and makes an organization better prepared to handle racist incidents if or when they happen. For the development of more advanced racial awareness in your organization, there are many approaches that can be used, including engaging with a facilitator to run a workshop, town halls, and regular email communications from senior leaders. The more engaging the sessions, the more effective the outcome will likely be in encouraging a discussion and improving workplace outcomes. #### Move the DEI Needle Another way to engage employees in your company is through a virtual DEI conference, which, like a workshop, covers the key concepts and trends with a high level of engagement. Plus, there is also an added advantage of networking with experts and keynote speakers in the field. This can provide answers to questions pertaining to DEI matters in an effective and collaborative manner, fostering further engagement and inclusion. The [Amplify DEI Leadership Summit](https://amplifydei.com/) is an ideal one to consider, given that there are over 70 international keynote DEI speakers who’d be attending! If it’s not practical for all employees in your organization to attend it, then consider sending leaders as well as middle-managers and some employees to attend, as that will provide the leadership of the organization with a greater understanding of the key matters in the space, as well as a good spread of attendees who can provide and dissipate feedback to and fro the conference. ![](https://amplifydei.com/wp-content/uploads/2021/08/2021-Social-Media-Presentation-Amplify-DEI-768x432-1.jpg "2021-Social-Media-Presentation-Amplify-DEI-768x432 - Amplify DEI")#### Latest Posts - [The Role of Inclusive Workshop Facilitator in Transforming Teams](https://amplifydei.com/workshop-facilitator-transforming-teams/) - [The Role of Male Allies: A Conversation on Inclusive Leadership and Cultural Intelligence](https://amplifydei.com/the-role-of-male-allies/) - [How Courageous Leadership Boosts Innovation](https://amplifydei.com/how-courageous-leadership-boosts-innovation/) - [Powerful Employee Resource Groups (ERGs): Driving Organizational Success](https://amplifydei.com/active-employee-resource-groups/) - [Stripe’s Best Practices for Employee Layoff: A Blueprint for Psychological Safety](https://amplifydei.com/stripe-best-practices-for-employee-layoff/) ![author avatar](https://secure.gravatar.com/avatar/5c87cf45f8d0d438ec8cbeca6446bb31d55021e4b86b612a649ddcd91bb0e586?s=300&d=mm&r=g) Vivian Acquah Vivian Acquah CDE®, certified inclusion strategist, aims to support leaders with creating high-performance environments where inclusivity thrives. Guided by a clear vision of inclusion and empowerment, Vivian works to dismantle systemic barriers and create spaces for people to thrive. With a name that literally translates as ‘water’, Vivian has become a fire extinguisher in the field of inclusive environments. She has provided clients such as Heineken, Nike, LinkedIn, Google, Indeed, Deloitte, Danone, Cargill, Swift, Acrolinx, KLM and Zalando with tangible strategies for embracing inclusive change. [See Full Bio](https://amplifydei.com/author/vivian/) [ ](https://amplifydei.com/author/vivian/) **Categories:** Amplify DEI, Blog, Blog EN **Tags:** Amplify DEI, DEI, diversity, diversity wins, employee engagement, equality, exclusion, HR, human resources, humanizetheworkplace, leader, race, racism, Vivian Acquah, workplace, workplace wellness --- ### [PRIDE in Practice: How and Why to Embrace Diversity, Equity, and Inclusion in the Workplace](https://amplifydei.com/strenghten-pride-at-work/) **Published:** October 8, 2021 **Author:** Vivian Acquah **Content:** Please take a moment to imagine a world where every person feels safe and comfortable in their workplace. And that every workplace was a space they could show up to as their authentic selves, valued and heard. While strides have been made in many workplaces around the world, the unfortunate reality is that many members of the LGBTQ+community still do not feel this way, that is why this conversation is about PRIDE at work. *Disclosure: This post contains affiliate links. If you click through and make a purchase,* *I’ll earn a commission, at no additional cost to you.* Table of Contents [\[Open\]](javascript:;)[\[Close\]](javascript:;) - [Amplify DEI Summit](#0-amplify-dei-summit-) - [Panel Talk Strengthen PRIDE @ Work](#1-panel-talk-strengthen-pride-work-) - [Why PRIDE, Diversity, Equity, and Inclusion Matter](#2-why-pride-diversity-equity-and-inclusion-matter-) - [How to Celebrate PRIDE in the Workplace](#3-how-to-celebrate-pride-in-the-workplace-) - [Practical Steps for Leaders](#4-practical-steps-for-leaders-) - [Moving Forward: Dreams for the future](#5-moving-forward-dreams-for-the-future-) - [Latest Posts](#6-latest-posts) ### **Amplify DEI Summit** The [Amplify DEI Summit](https://amplifydei.com/), held in September 2021, was designed to address just this: - How can we create a world where Diversity, Equity, and Inclusion (DEI) are at the forefront in the workplace? - What role does leadership have in this? - What are practical steps to make LGBTQ+ representation real and effective? The first panel discussion was with five leaders in this space: - [Leon Pieters](https://www.linkedin.com/in/leonpieters/), Global Consumer Industry Leader at Deloitte (He/Him); - [Yuli Kim](https://www.linkedin.com/in/yuli-kim-she-her-23922/), Learning and Development Program Manager at Workplace PRIDE Amsterdam (She/Her); - [Scott Mason](https://www.linkedin.com/in/smason1/), Leadership Coach, and Speaker (He/Him); - [Olivia Fromm](https://www.linkedin.com/in/oliviafromm/), Regional Diversity and Inclusion Co-Chair at Indeed (She/Her); - [Isis Cruz](https://www.linkedin.com/in/isis-cruz-041a50b0/), Performing Artist and Designer (She/Her). These panelists sat down with host [Vivian Acquah](https://www.linkedin.com/in/vivianacquah/) (She/Her) to discuss why PRIDE, diversity, equity, and inclusion are important in the workplace and how to move towards it practically. ### **Panel Talk Strengthen PRIDE @ Work** Here are some of the key takeaways from the conversation. ### **Why PRIDE, Diversity, Equity, and Inclusion Matter** The panel did not spend much time discussing the obvious: diversity, equity, and inclusion matter because *people matter.* We are starting this conversation with the fundamental truth that all people deserve inclusion, respect, and safety. Instead, the panel focused on why PRIDE at work is essential in the workplace and why people should care about diversity, equity, and inclusion in professional spaces. The panelists discussed a variety of reasons why people should care about PRIDE at work: - **PRIDE at work is important to create safe work environments**: Yuli Kim shared: Creating a safe environment is the baseline standard for any workplace. It’s a human right to have space to conduct your work and business safely. So, if members of the LGBTQ+ community feel that they are not welcomed or accepted, at best, or threatened, at worst, how can they be safe? PRIDE at work creates safe spaces for LGBTQ+ employees to continue to do their jobs without fear of negative repercussions because of who they are. - **PRIDE at work brings kindness, positivity, and hope**: PRIDE is centered on authenticity and being true to yourself—a message of hope and positivity. Any workplace will benefit from more of this! It also creates psychologically safe spaces. - **PRIDE at work bolsters engagement and satisfaction**: Creating a psychologically safe space for LGBTQ+ employees will translate into an increased sense of engagement and job satisfaction. So, it’s not only the *morally right* thing to do, but it makes business sense to create an LGBTQ+-inclusive work culture. - **PRIDE at work signals value to all employees:** Creating LGBTQ+ inclusive workplace signals to *all* employees that they are accepted as their authentic, true selves. It shows anyone who doesn’t fit into the standard mold that they are welcome and encouraged to show up to work with authenticity. - **PRIDE at work helps retain good talent in the workplace:** In light of COVID-19 and the move to remote work, employees are realizing more than ever that they can work wherever they want. That gives employees agency to choose companies that value them and embrace diversity, equity, and inclusion. So, there are real consequences for companies who choose not to—they lose out on LGBTQ+ talent, innovation, and creativity in their workplace. *That idea that you missed because you were not fully integrating PRIDE into your operations or your* *thinking may keep you from being able to survive. The future demands that PRIDE at work matter.* ***Scott Mason*** ![PRIDE Amplify DEI](https://amplifydei.com/wp-content/uploads/2021/10/cecilie-johnsen-G8CxFhKuPDU-unsplash-1024x768.jpg "- Amplify DEI")### **How to Celebrate PRIDE in the Workplace** It has become popular in recent years for companies to embrace “[rainbow marketing](https://hbr.org/2021/06/your-rainbow-logo-doesnt-make-you-an-ally)” during the months of June and July, especially. This refers to marketing efforts that show support for PRIDE and the LGBTQ+ community. While in some companies, it translates to a real, positive, LGBTQ+-inclusive work culture, others just use it to virtue signal. The panel discussed how companies could make authentic, sustainable changes to support PRIDE. Here are some of the top ideas that came out: - **PRIDE is about authenticity:** No amount of rainbow marketing matters if it’s not authentic. If it’s just about external appearances, don’t even bother. Leaders need to get the *why* clear: is this just to score points for being culturally relevant, or do they desire to create real, positive change in their workplace? - **Make LGBTQ+ leaders visible:** It’s important that a company genuinely walk the talk and make LGBTQ+ employees and leaders visible in your company. Not only does this convey value to the individual, but it signals externally that your company is a safe place. This will attract talent that also values diversity, equity, and inclusion. - **Distribute resources evenly:** Instead of focusing 100% effort and resources during PRIDE Month, spread it out throughout the year. Capitalizing on the visibility of PRIDE during June is beneficial, but there are 365 days in the year where these efforts matter. So, plan carefully and spread your resources out through the year to do PRIDE work. - **Learn from other industries:** Some industries (or workplaces) have made huge strides and are welcoming, inclusive, and diverse spaces. One panelist, Isis Cruz, shared her experience in the fashion industry, which is generally an inclusive space that embraces the LGBTQ+ community. She shared how other industries, especially in the corporate world, could take some cues from the fashion industry. Leaders can learn from and be inspired by organizations and companies who are getting it “right.” *First of all, I believe that proud pride is all about authenticity.* *So, if you do this only for external marketing, please stop it now.* ***Leon Pieters*** ### **Practical Steps for Leaders** If you are reading this or watching the resources available from [Amplify DEI](https://amplifydei.com/), you are likely looking for ways to make your workplace more inclusive. The panel discussed some really practical steps for leaders to implement diversity, equity, and inclusion values. Here are some of their suggestions: - **Start with the introduction:** Many of the panelists agreed that the first step is simple—it’s about introducing yourself and your pronouns, inviting others to do the same. This signals a safe environment as well as genuine care for other people’s identity. Learn how to use pronouns in a job interview via [Indeed’s](https://bit.ly/insideindeed) video – A New Beginning. - **Be political:** One panelist, Scott Mason, shared how so many companies will be quick to align with PRIDE when it’s positive messaging, all skittles and rainbows on social media. But, when it comes to actual social and political issues, they remain quiet, claiming, “We’re not political.” So, Scott’s advice was this: if you really care, get political. Otherwise, there is no authenticity to your PRIDE at work. - **It starts from the top:** Leaders need to remember the position of power and influence they hold. Any change that they desire to make in a workplace needs to start from them and be modeled by leadership. Therefore, consider your day-to-day actions—do they reflect your spoken values? How can you better align your values and actions in a way that is clear to employees? - **Have regular PRIDE celebrations**: Panelist Olivia Fromm shared how her company [Indeed ](https://bit.ly/insideindeed)will regularly have PRIDE celebrations or education events. This can be monthly, quarterly, or even more frequent. The point is to continue the conversation in the workplace to keep the energy and momentum going. - **Listen and learn from diverse stories**: Leaders should remember that each employee and colleague have a unique story and history. If we all stop to listen and learn, we can embrace the beauty of diversity, be encouraged by it, and let it inspire positive change. - **Know the numbers**: Many leaders are convinced by numbers and facts. So, Leon Pieters shared the statistic that people who are not out in their workplace spend 30% of their energy pretending to be someone else. This energy expenditure leads to quicker employee burnout as well. There is untapped value in workplaces that are not safe and inclusive for LGBTQ+ employees. *I think to learn from all the beautiful experiences. Everybody has a history, a story.* *And some are painful, and some are really courageous. And by learning and listening,* *you can take all this knowledge that has been turned into wisdom and just boost it up and better yourself.* ***Isis Cruz*** ### **Moving Forward: Dreams for the future** After sharing these practical and actionable steps for leadership to create inclusive, diverse, and PRIDE-ful workplaces, our panelists shared some dreams and goals for the future. They envision a world where there were more LGBTQ+ voices in senior leadership, there was increased education on allyship, increased unity, and progress around intersectionality. The future is bright; the future offers hope. If we can continue these conversations, express authenticity and honesty, and take actionable steps, real change can occur. If you are interested in learning more, make sure to check out other resources from the [Amplify DEI Summit](https://amplifydei.com/). Amplify DEI is the Netflix of Diversity, Equity, and Inclusion, full of resources aimed to inspire and educate. You can check out the website [here](https://amplifydei.com/) to gain full access to the DEI training. #### Latest Posts - [The Role of Inclusive Workshop Facilitator in Transforming Teams](https://amplifydei.com/workshop-facilitator-transforming-teams/) - [The Role of Male Allies: A Conversation on Inclusive Leadership and Cultural Intelligence](https://amplifydei.com/the-role-of-male-allies/) - [How Courageous Leadership Boosts Innovation](https://amplifydei.com/how-courageous-leadership-boosts-innovation/) - [Powerful Employee Resource Groups (ERGs): Driving Organizational Success](https://amplifydei.com/active-employee-resource-groups/) - [Stripe’s Best Practices for Employee Layoff: A Blueprint for Psychological Safety](https://amplifydei.com/stripe-best-practices-for-employee-layoff/) ![author avatar](https://secure.gravatar.com/avatar/5c87cf45f8d0d438ec8cbeca6446bb31d55021e4b86b612a649ddcd91bb0e586?s=300&d=mm&r=g) Vivian Acquah Vivian Acquah CDE®, certified inclusion strategist, aims to support leaders with creating high-performance environments where inclusivity thrives. Guided by a clear vision of inclusion and empowerment, Vivian works to dismantle systemic barriers and create spaces for people to thrive. With a name that literally translates as ‘water’, Vivian has become a fire extinguisher in the field of inclusive environments. She has provided clients such as Heineken, Nike, LinkedIn, Google, Indeed, Deloitte, Danone, Cargill, Swift, Acrolinx, KLM and Zalando with tangible strategies for embracing inclusive change. [See Full Bio](https://amplifydei.com/author/vivian/) [ ](https://amplifydei.com/author/vivian/) **Categories:** Amplify DEI, Blog, Blog EN **Tags:** Amplify DEI, DEI, Deloitte, diversity, diversity wins, employee engagement, equality, exclusion, HR, human resources, humanizetheworkplace, leader, leadership, LGBTQ+, Linkedin, PRIDE, Vivian Acquah, workplace, workplace wellness --- ### [5 Essential Ingredients to Amplify Inclusive Leadership](https://amplifydei.com/amplify-inclusive-leadership/) **Published:** October 13, 2021 **Author:** Vivian Acquah **Content:** Leadership is never easy. The responsibility on leaders is great, as the authority and influence of their position have the potential for both harm and good. The last nearly two years of the COVID-19 pandemic have only added to the list of challenges for leaders to navigate. But it has also brought opportunities to leaders. Opportunities to get to know their team members on a personal basis. Opportunities to learn and grow along with the powerful social movements of our time. And the opportunity to make necessary changes to embrace, activate, and amplify inclusive leadership practices. *Disclosure: This post contains affiliate links. If you click through and make a purchase,* *I’ll earn a commission, at no additional cost to you.* Table of Contents [\[Open\]](javascript:;)[\[Close\]](javascript:;) - [The Panel Talk Amplify Inclusive Leadership](#0-the-panel-talk-amplify-inclusive-leadership-) - [Communication & Listening](#1-communication-amp-listening-) - [Vulnerability & Honesty](#2-vulnerability-amp-honesty-) - [Personal Accountability](#3-personal-accountability-) - [The way forward as an inclusive leader](#4-the-way-forward-as-an-inclusive-leader-) - [Latest Posts](#5-latest-posts) ### **The Panel Talk Amplify Inclusive Leadership** The [Amplify DEI Summit](https://amplifydei.com/) brought together over 90 speakers in September 2021 for conversations about how to create a world where Diversity, Equity, and Inclusion (DEI) is at the forefront of every workplace. The Amplify Inclusive Leadership Panel Talk was about how leaders, specifically, can *amplify inclusive leadership* in their workplace. We spoke about the practical and theoretical ways to do so and shared personal challenges and lessons. The panelists are: - [Hilary Richters](https://www.linkedin.com/in/hilary-richters-a8401782/), Director & Lead Digital Ethics at Deloitte (She/Her); - [Martin Mason](https://www.linkedin.com/in/martin-mason-01447587/), Founder of Unleashed International (He/Him); - [Stefan Tonnon](https://www.linkedin.com/in/stonnon/), VP Human Resources EMEA at Insight Enterprises (He/Him); - [Peter Griffiths](https://www.linkedin.com/in/peter-griffiths-coach/), Leadership Coach and Creativity Catalyst at The Mind Takeaway (He/Him). [Vivian Acquah](https://www.linkedin.com/in/vivianacquah/), Inclusive Workplace Wellness Advocate, moderated this conversation (She/Her). This group of panelists was open and authentic with their journeys as leaders. The conversation boiled down to five *main ingredients on activating and amplifying inclusive leadership: effective communication and true listening, vulnerability and honesty, and personal accountability for leaders. Let’s look at each of these a little further in-depth.* Listen to or watch the conversation via the Youtube video below. ### **Communication & Listening** The panel’s first question was, simply, what is an essential ingredient to amplify inclusive leadership? Peter Griffiths started the conversation with a simple response: listening. Listening is a necessary skill for leaders to develop as it is the gateway to trust between two people. Listening is also the foundation of strong communication and building psychological safety between people and teams in an organization or company. The panelists were quick to agree that listening is a crucial foundation, but with some caveats. First, to amplify inclusive leadership, **listening must**: - **Come from a place of genuine curiosity** about the other person and what they have to say. - **Be first, always.** Leaders are to listen first and sometimes stop there. Not everything requires a response; sometimes, listening is just to learn. - **Be a starting point for true collaboration.** When you want to make changes, particularly in the area of diversity, equity, and inclusion, it’s important to collaborate. Start by listening to each other’s viewpoints before “getting to work.” - **Occur between everyone in the organization.** Each person, regardless of position, has a voice and opinion. Leaders should be listening to everyone in the organization to truly understand what people are thinking and feeling. Sometimes leaders will turn externally to consultants or coaches to “fix” problems, when really, listening to their colleagues may be the only necessary step. *“I hear a lot about active listening. But that can be a double-edged sword. Because I’m just saying, show up and just listen to the pulse of people. Just be curious about what’s going on. And you’d be surprised what you pick up. And then because you are listening to those people, therefore, you’ll end up with a lot more trust being built, you’ll cultivate relationships a lot better, and you’ll know what’s going on.”* ***Peter Griffiths*** ***“****Be an ally for your team members. During this lockdown, I realized that not everybody speaks up for themselves. So you need to find other ways to have a conversation with your team members. I held safe walks together with team members to understand what motivates them, what drives them, and their challenges. As a leader, I am here to facilitate my team in every way they need to succeed in the journey.”* **Hilary Richters** ### **Vulnerability & Honesty** As mentioned, sometimes, the job of a leader is to simply listen. To hear what someone has to say and understand it. But, of course, a response is often necessary. As leaders respond, they need to do so with real vulnerability and authenticity. Hilary Richters shared that being vulnerable starts by realizing that you have biases and you don’t know everything. Each person has biases, and it affects how they operate in this world and in business. Along with acknowledging your own biases, the panelists had some tips on how to operate out of authenticity: - **Identify your own strengths and talents.** What can you uniquely bring to the table? Then, look around you and identify the strengths and talents of everyone else so that you can work together and complement one another’s abilities. - **Don’t be afraid to take a personal interest in your team members’ lives**. Post-pandemic work will look a lot different than it did pre-pandemic, primarily because of the rise of online and remote work. This gave us a glimpse into each other’s lives as we were on Zoom calls with your “real life” on full display in the background. Panelist Stefan Tonnan shared that this is one of the good things coming out of the pandemic—leaders have learned to approach their employees differently, in a more personal and compassionate manner. - **Prioritize happiness.** Host Vivian Acquah spoke on the “[Great Resignation](https://www.inc.com/phillip-kane/the-great-resignation-is-here-its-real.html)” post-pandemic, how so many employees are leaving their workplaces because they are not aligning and not happy there. Leaders should activate happiness in the workplace and seek to find those things that make their employees happy too. - **Embrace feedback… with kindness:** Leaders should be as open to receiving feedback as they are to giving it. It’s important to take feedback, even if it’s strong. Some feedback can be harsh, and it’s hard accepting what you have done wrong. So, whenever possible, feedback with kindness can go a long way in cultivating honest, authentic conversation and change. *“Feedback can be shared constructively. Feedback is sharing an action, not making it personal. But sharing an action so that that person can learn from it. Feedback is leaving that person whole. Halloween is coming—I don’t want you to butcher people just like in the Texas Chainsaw Massacre. I want you to keep people whole. That’s a way for them to consume the feedback in a positive way. But also, it leaves space to have these constructive conversations.”* ***Vivian Acquah*** [via GIPHY](https://giphy.com/gifs/filmeditor-horror-1970s-3o7aTuy3b4TwuUSUzm) ### **Personal Accountability** The way an organization or company can change is through leadership. Sustainable change has to affect all layers of an organization, but it is leadership who has the power and authority to implement it. That’s why so much of this panel conversation was around personal accountability. Leaders need to be able to personally identify where they have gone wrong, what they are learning, and what their personal commitment to diversity, equity, and inclusion is. Here are some of the ways our panelists discussed taking personal accountability as a leader: - **Share what you are learning with your team**. It’s okay not to have it all figured out. Some organizations might not like “imperfection” amongst their leaders, but we all know we are imperfect—everyone is. So, it’s okay not to have it all figured out and still be learning as a leader. Take the next step and openly share those lessons with your team. - **Be an ally to your team members.** Know that some people may not feel comfortable speaking up for themselves, so stand beside them and speak up when it is appropriate to do so. - **Align what you say and do.** Panelist Peter Griffiths shared how often he sees companies where the leader pays lip service to DEI values and initiatives, but nothing is happening on the ground level. If you say you care about something as a leader, make sure it aligns with your actions. - **Be aware of who you surround yourself with**. Panelist Martin Mason shared that there are times when a team of people having a meeting are all in 100% agreement with each other. That’s an opportunity to look around and see if there are other people who need to be included in the conversation who have another viewpoint. A leader needs to humbly ask for other ideas, input, and advice so they hear a diversity of opinions. - **Challenge yourself**. Be okay with getting a little uncomfortable and challenge yourself to do the right thing. For example, Hilary challenges herself to speak up and use her voice, and Stefan challenges his own biases in every conversation. *“But if I think about the leadership and diversity, I think you need to be authentic and have a commitment to diversity. You need to be able to challenge the status quo, try and hold others accountable and make diversity and inclusion is the personal priority. Because then it will live through your leadership style and how you lead people. I think that if we don’t have that, and you don’t have the commitment to diversity, then it’s all words.”* ***Stefan Tonnon*** ### **The way forward as an inclusive leader** This panel discussion should have gone on for longer. There is so much to talk about in terms of leadership and how to amplify inclusive leadership. Instead, we’ll leave it off with the best advice from our panelists. When asked, “What are two words that you want leaders to learn from being an inclusive leader?” our panelists shared this: Speak up, break the silence, and be an ally (Hilary); vulnerability and innovation (Martin); be curious (Stefan); listening and compassion (Peter). You can visit the Amplify DEI website [here](https://amplifydei.com/) for full access to videos and other resources to initiate and activate Diversity, Equity, and Inclusion in your workplaces. #### Latest Posts - [The Role of Inclusive Workshop Facilitator in Transforming Teams](https://amplifydei.com/workshop-facilitator-transforming-teams/) - [The Role of Male Allies: A Conversation on Inclusive Leadership and Cultural Intelligence](https://amplifydei.com/the-role-of-male-allies/) - [How Courageous Leadership Boosts Innovation](https://amplifydei.com/how-courageous-leadership-boosts-innovation/) - [Powerful Employee Resource Groups (ERGs): Driving Organizational Success](https://amplifydei.com/active-employee-resource-groups/) - [Stripe’s Best Practices for Employee Layoff: A Blueprint for Psychological Safety](https://amplifydei.com/stripe-best-practices-for-employee-layoff/) ![author avatar](https://secure.gravatar.com/avatar/5c87cf45f8d0d438ec8cbeca6446bb31d55021e4b86b612a649ddcd91bb0e586?s=300&d=mm&r=g) Vivian Acquah Vivian Acquah CDE®, certified inclusion strategist, aims to support leaders with creating high-performance environments where inclusivity thrives. Guided by a clear vision of inclusion and empowerment, Vivian works to dismantle systemic barriers and create spaces for people to thrive. With a name that literally translates as ‘water’, Vivian has become a fire extinguisher in the field of inclusive environments. She has provided clients such as Heineken, Nike, LinkedIn, Google, Indeed, Deloitte, Danone, Cargill, Swift, Acrolinx, KLM and Zalando with tangible strategies for embracing inclusive change. [See Full Bio](https://amplifydei.com/author/vivian/) [ ](https://amplifydei.com/author/vivian/) **Categories:** Amplify DEI, Blog, Blog EN **Tags:** Amplify DEI, DEI, Deloitte, diversity, diversity wins, employee engagement, equality, exclusion, HR, human resources, humanizetheworkplace, inclusion, inclusive leader, inclusive leadership, inclusive self-leadership, leader, leadership, Linkedin, Vivian Acquah, workplace, workplace wellness --- ### [How To Embrace Intersectionality in the Workplace](https://amplifydei.com/embracing-intersectionality/) **Published:** October 20, 2021 **Author:** Vivian Acquah **Content:** We can’t get very far in conversations about diversity, equity, and inclusion without talking about intersectionality. It’s a natural part of the conversation, and the lived experiences of each of us. So, we sat down with some panel experts to discuss intersectionality and how leaders should think about it, and how understanding and considering intersectionality will make a difference in our workplaces. *Disclosure: This post contains affiliate links. If you click through and make a purchase,* I’ll *earn a commission at no additional cost to you.* Table of Contents [\[Open\]](javascript:;)[\[Close\]](javascript:;) - [What is Intersectionality?](#0-what-is-intersectionality-) - [Intersectionality will unlock human potential](#1-intersectionality-will-unlock-human-potential-) - [Intersectionality is a personal commitment](#2-intersectionality-is-a-personal-commitment-) - [Intersectionality can help with employee retention](#3-intersectionality-can-help-with-employee-retention-) - [Intersectionality is about continual learning](#4-intersectionality-is-about-continual-learning-) - [Practical Steps for Leaders](#5-practical-steps-for-leaders-) - [Conclusion](#6-conclusion-) - [Latest Posts](#7-latest-posts) The panel talk: “We need to talk about Intersectionality,” is part of the Amplify DEI Summit that was held in September 2021. At Amplify DEI, we are daring to imagine a world where Diversity, Equity, and Inclusion (DEI) are at the forefront in the workplace. And, as mentioned, intersectionality needs to be a key part of these conversations. Panelists for this discussion include: - [Marjolijn Vlug](https://lead21.amplifydei.com/speakers/marjolijn-vlug/), Career and Allyship Coach; - [Yuli Kim](https://www.linkedin.com/in/yuli-kim-she-her-23922/), Learning and Development Program Manager; - [Peter Griffiths](https://www.linkedin.com/in/peter-griffiths-coach/), Leadership Coach & Creativity Catalyst; - [Mira Culic Griffiths](https://www.linkedin.com/company/the-mind-takeaway-ltd/?viewAsMember=true), Leadership Coach; - [Anita Abaisa](https://www.linkedin.com/in/anita-abaisa-professional-upgraderupgrader), Upgrader of Socio-Economic Positions at IBIAS VR. [Vivian Acquah](https://www.linkedin.com/in/vivianacquah/), Inclusive Workplace Wellness Advocate, moderated the conversation. We’ll look first at what intersectionality is and then dive into why keeping intersectionality as a priority can transform a workplace. Listen to or watch the conversation via the Youtube video below. ### **What is Intersectionality?** Intersectionality may be a new term for some people, but there is a level of intuitiveness to it. It is, essentially, the different pieces that make up one person’s identity. Each of us has labels and roles that make us into who we are. This can include our sexual or gender identity, race and cultural background, family role (parent, child, sibling), careers or interests, and any other identity piece. We each have these different pieces of who we are that intersect with each other to inform our lived experiences. And because each of us our different and unique, our intersections are as well, giving everyone a different way to operate in the world. When we understand intersectionality, it becomes clear that we can’t put people into neat little boxes. Instead, as Vivian Acquah shared, *“We need to unravel the different intersectionalities so that we understand what makes people tick. Where are their purposes? What makes them come to work? Where do they have fun? They are not just one identity.”* When we talk about intersectionality in the workplace, it is about embracing an employee and colleague with all of their different layers and complexities. It’s about getting to know who they truly are and creating a safe space to work and live as their authentic selves. *“Every person that you see that you meet, that you interact with, is a patchwork of their identity. You can connect with some pieces, and maybe other pieces are so different that you find it very alienating to even try. But you can try. It’s not the easiest way to connect. But everyone is it is a patchwork. \[Everyone\] is a kaleidoscope of elements.” –**Marjolijn Vlug*** ### **Intersectionality will unlock human potential** Intersectionality is important for many reasons. Panelist Yuli Kim shared that, for her, a focus on intersectionality in the workplace is about unlocking human potential. As you get to know people in your workplace and know who they truly are, you start to find commonalities. Instead of focusing on what might be a visible difference, you can see the whole person and start at a point of shared humanity and what you have in common. When you start from this point of finding things in common, employees feel safe and comfortable to be themselves and show up at work with energy, engagement, innovation, and commitment. Allowing people to be who they are will unlock their potential and positively impact a workplace. ### **Intersectionality is a personal commitment** Leaders who want to start focusing on embracing intersectionality need to understand that it starts with a personal commitment. Leaders need to be able to listen to their employees—not listen to respond but listen to understand. Panelist Peter Griffiths encourages leaders to start from a simple place of checking in with each employee. He says, *“It doesn’t require anything massive, just checking in and saying, ‘how are you?’ And especially in the world of remote and hybrid working—the more you check-in and just say, ‘look, forget work for a bit, forget the stats, forget the KPIs—how are you doing?’ And then just shut up.”* Listening to understand creates a safe psychological environment for employees. So, too, does a leader’s commitment to follow through on their promises. Our panelists were in agreement that it is of the utmost importance for a leader to honor their commitments and follow-through on them. This goes for personal commitments from an individual leader, but also company-wide. So, for example, if a company is promoting themselves as diverse and inclusive, but that is not the reality, employees will see right through it and know they can’t trust those leaders. ### **Intersectionality can help with employee retention** There is a practical side to focusing on intersectionality. For example, we know that creating safe environments for employees is key to them staying in a job. Nobody wants to work somewhere they are not accepted, understood, and embraced! Vivian Acquah brought up a study done by [Indeed](https://www.indeed.com/career-advice/career-development/work-happiness-survey) that looked at diverse hires and showed that people were leaving their jobs after just a year. Further, the panelists discussed how so many companies are losing employees and struggling to find replacements. The panelists were in agreement that workplaces would do well to focus on *why people are leaving.* There is currently a heavy emphasis on hiring a diverse workforce, but less about the retention of those employees once they are hired. In Anita Abaisa’s words, *“There are companies that are so busy with ‘I have to get you in,’ because then they can check the boxes and say I am a diverse company.”* In that initial hiring period, the first 90 days or so, there is an opportunity to really get to know your new employee and make sure they feel comfortable and welcomed. It’s important to stay engaged with them early before they make the decision to leave. But, in the event that staff starts leaving, there is also an opportunity in the off-boarding process to find out why and then make adjustments accordingly. ### **Intersectionality is about continual learning** Another theme that came up in this panel conversation is that intersectionality is all about continual learning. You’ve never “arrived.” Some companies have certainly taken important strides in creating more accepting and diverse workplaces, but some will stop at where they are. Oftentimes, diversity is siloed into categories like sexual orientation, gender identity, race, etc. As a result, companies might work towards inclusion of one of these groups while not realizing there is more intersectionality there. Marjolijn Vlug put it this way: *“That’s the whole thing about intersectionality is that there’s so much more to people than just that one fix that you’ve already done.”* Every leader can also embrace the idea of continual learning. We can always become more aware of our own biases and where we need to become more aware. Mira Culic Griffiths shared, *“Our brains like labels because it’s easier… But when it comes to humans, it’s not useful.” So we* need to continually have that intention to become more and more aware of our biases. ### **Practical Steps for Leaders** Sometimes the conversation around intersectionality—or DEI in general—can feel theoretical or abstract. As a result, it can be hard to know exactly how to apply some of these ideas or ideals in the workplace. Luckily, the panelists had some excellent advice for leaders to prioritize and focus on intersectionality in the workplace. Here are some of their tips: - Listen to learn, not to respond. - Use the first 90 days of someone’s employment to get to know them and ensure they feel welcomed, safe, and comfortable in the workplace. - See off-boarding as a time to gain valuable information—why are employees leaving your company? Use exit interviews to glean information so you can make changes. - Ask questions of your employees: Who are you? How safe do you feel right now? How can we support you? What were the ups and downs of your week? - Use both qualitative and quantitative research to understand what is going on in your organization. - Deliver on your promises to build trust and accountability. ### **Conclusion** Intersectionality is about understanding all the pieces of someone—what makes them uniquely them. This is an important piece of DEI because it reflects the reality we live in, where different aspects of each person’s identity impact their lives. If leaders embrace and focus on intersectionality, they are able to really understand their employees, create a safe space, and tap into the human potential in their organization. But leaders need to be personally committed to this journey as it is ongoing and requires personal accountability. Head over to [Amplify DEI](https://amplifydei.com) to learn how to take advantage of all these amazing resources to build towards inclusive workplaces! #### Latest Posts - [5 Essential Ingredients to Amplify Inclusive Leadership](https://amplifydei.com/amplify-inclusive-leadership/) - [PRIDE in Practice: How and Why to Embrace Diversity, Equity, and Inclusion in the Workplace](https://amplifydei.com/strenghten-pride-at-work/) - [Let’s Talk About Racism In The Workplace Today](https://amplifydei.com/lets-talk-about-racism-in-the-workplace/) - [Activate Inclusion From Within Your Comfort Zone With LinkedIn Now](https://amplifydei.com/activate-inclusion-with-linkedin/) - [AI + Recruiting, The Good, The Bad & The Ugly With Maikel Groenewoud](https://amplifydei.com/ai-recruiting-the-good/) ![author avatar](https://secure.gravatar.com/avatar/5c87cf45f8d0d438ec8cbeca6446bb31d55021e4b86b612a649ddcd91bb0e586?s=300&d=mm&r=g) Vivian Acquah Vivian Acquah CDE®, certified inclusion strategist, aims to support leaders with creating high-performance environments where inclusivity thrives. Guided by a clear vision of inclusion and empowerment, Vivian works to dismantle systemic barriers and create spaces for people to thrive. With a name that literally translates as ‘water’, Vivian has become a fire extinguisher in the field of inclusive environments. She has provided clients such as Heineken, Nike, LinkedIn, Google, Indeed, Deloitte, Danone, Cargill, Swift, Acrolinx, KLM and Zalando with tangible strategies for embracing inclusive change. [See Full Bio](https://amplifydei.com/author/vivian/) [ ](https://amplifydei.com/author/vivian/) **Categories:** Amplify DEI, Blog, Blog EN **Tags:** Amplify DEI, Anita Abaisa, DEI, diversity, diversity wins, employee engagement, equality, exclusion, HR, human resources, humanizetheworkplace, inclusion, inclusive leader, inclusive leadership, inclusive self-leadership, Intersectionality, Kimberlé Crenshaw, leader, leadership, Linkedin, marjolijn vlug, Mira Culic Griffiths, Peter Griffiths, Vivian Acquah, workplace, workplace wellness, Yuli Kim --- ### [Activating Special Abilities and Embracing Neurodiversity in the Workplace](https://amplifydei.com/embracing-neurodiversity-in-the-workplace/) **Published:** October 24, 2021 **Author:** Vivian Acquah **Content:** Let’s start out with a cliché: we are all unique. We know this! Each of us is unique in a variety of ways. We each have strengths and abilities that set us apart from everyone else—we each have our own superpowers. *Disclosure: This post contains affiliate links. If you click through and make a purchase,* *I’ll earn a commission, at no additional cost to you.* Table of Contents [\[Open\]](javascript:;)[\[Close\]](javascript:;) - [Special Abilities](#0-special-abilities-) - [Embrace your special abilities](#1-embrace-your-special-abilities-) - [Supporting neurodiversity in the workplace](#2-supporting-neurodiversity-in-the-workplace-) - [Activating other people’s superpowers](#3-activating-other-peoples-superpowers-) - [Conclusion](#4-conclusion-) - [Latest Posts](#5-latest-posts-) ### **Special Abilities** And while we all have superpowers, not all of us have learned what they are and activated them. There are those special abilities that lie dormant until we activate them and live as our authentic selves. This article recaps one of the [Amplify DEI](https://lead21.amplifydei.com/inclusive-workplace/) Conference panel discussions that looked specifically at how to do just that. The panel focused on some specific special abilities, those that come through neurodiversity. Before getting more into neurodiversity and activating special abilities in the workplace, let’s introduce the panelists. - [Mikayla Sinead](https://www.linkedin.com/in/mikaylajones/) from Bridge Network Group Ltd - [Mark Travis Rivera](https://www.linkedin.com/in/mark-travis-rivera/), Storyteller and DEI Consultant - [David O’Coimin](https://www.linkedin.com/in/davidocoimin/), Founder & CEO of Nook Workplace Wellness Pods - [Julie Turney](https://www.linkedin.com/in/iamjulieturney/), HRforHR Coach - [Lara Manqui](https://www.linkedin.com/in/laramanqui/), Growth Coach for Female Technologists and Social Justice Champion. This panel discussion covered a lot of ground. They looked at what we mean by special abilities, how to include and embrace employees with neurodiversity, and what leaders can do to activate other people’s superpowers. ### **Embrace your special abilities** This panel discussion was about activating special abilities. So, what are they? Panel host, Lara Manqui, started by sharing that she initially thought the conversation would be exclusively about neurodiversity. And while there is a lot to say about people with neurodiversity—those with autism, ADHD, dyslexia, or other similar experiences—it is so much broader than that. The goal of activating special abilities is for each person to unlock their potential and live authentically as themselves. Panelist Mark Travis Rivera shared aspects of his identity as a Latinx, disabled, queer, and gender non-conforming man. Living authentically as all of those things is his superpower. In the same way, each of us has unique aspects of our identity that empower us to live in our strengths and impact the world around us. Embracing your identity and who you are is made possible by making a daily choice to do so. But it can be challenging. We’ll look at how employers and leaders can help with this, but it starts first with the individual. Here are some of the themes and encouragements that the panel discussed: - **Authenticity is a daily choice.** You need to choose over and over again to live in full expression of who you are. It doesn’t happen overnight; authenticity is a process to learn and choose to embrace daily. - **Be curious about yourself.** A question came up during the panel—what if I don’t know that I’m neurodivergent? The panelists agreed that starting from a place of curiosity is the best place to start. If you feel like you are different or don’t quite “belong,” there may be a reason for that. Get curious about yourself and do the work to learn more about who you are. - **Learn to express your wants, needs, and boundaries.** Of course, this is easier said than done, but with practice, it becomes easier. To live as your whole, authentic self, you need to be able to hold boundaries around what is essential for you to be healthy and productive. *“When you learn to embrace all of yourself, you unlock your potential for professional success.* *It wasn’t until I found my voice, and embraced my full self, that my career took off that I started to make an impact… And I tell people, authenticity is a daily choice.” -Mark Travis Rivera* ### **Supporting neurodiversity in the workplace** The panel discussed some of the specific challenges that people with neurodiversity may have, specifically those with autism. Many people with autism find the workplace to be a challenging environment. They may struggle with being brutally honest or how to fit in with the social norms of a workplace. Individuals with neurodiversity see the world very differently, so it can be challenging to go for an interview and work at a new job. And yet, people with neurodiversity are underrepresented in so many workplaces. And it is to the detriment of many companies that are losing out on this community’s unique, diverse perspectives. Panelist Julie Turney shared a quote, *“Whatever is missing, what you need in your organization to take you to the next level, is sitting in the bodies that you are not filling.”* Too often, these are the bodies of individuals with neurodiversity. However, if companies take steps to make individuals with neurodiversity feel comfortable, they can tap into the amazing creativity and innovation that they bring. Here are some of the ideas from the panel on how to address challenges that individuals with neurodiversity face in the workplace: - **Be clear in your support.** Explicitly make it known that your company does not discriminate against people with disabilities. Include language that shows accommodations can be made, and you are always welcome to discuss your needs with management. - **Consult with neurodivergent people to make accommodations.** Part of bridging the gap is seeking out knowledge. If we know that interviews can be challenging for neurodivergent individuals, seek a consultant who can help modify your interview style. Or consult with the neurodivergent community on accommodations that can be offered to support prospective and current employees. - **Care about the physical space**. Panelist David O’Coimin is an advocate for creating safe, accommodating space for employees and shared just how important it is. In his words, *“inclusivity is about choice,”* and there should be a choice in the physical environment. Small things like being able to control the lighting, going somewhere quiet (or loud, depending on your needs), and ensuring all spots are 100% accessible, including bathrooms, make a huge difference to employees. It signals care and value and that it is an accepting, safe space for all people. *“Space to me is the canvas on which we paint our lives. Architects often think about the buildings and the bricks and mortar, but I think about the people who use them and how those spaces either oppress or, hopefully, empower. And with that empowerment, things can unlock a superpower. It can also give people permission to bring themselves to the table.” -David O’Coimin* ### **Activating other people’s superpowers** Beyond the accommodations that need to be made for employees with neurodiversity, there are steps that organizations and leaders can do to activate everyone’s superpowers. For example, creating a safe place for employees allows them to be authentic and express who they are. In turn, an employer will reap the benefits of a healthy, engaged, and enthusiastic employee. So, what can leaders do to activate the superpowers of their employees? Our panelists had a few ideas: - **Allow people time to explore.** Learning about yourself is an ongoing process and can take time. A leader can create space for people to talk, share their stories, and learn more about themselves in the process. - **Lead by example.** If you are authentic as a leader, you give others permission to do so as well. - **Be consistent and follow through on your promises**. Panelist Mikayla Sinead shared how important it is for employers to be consistent. She said, *“Don’t say it on a special day, a special week, a special month, and then do nothing. I want to see what you’re doing when the eyes aren’t on you.”* - **Respect your employees’ needs and boundaries.** For example, if they are unable to do something or need specific accommodations, show respect for that to cultivate deeper trust and understanding. - **Stay curious.** Ask questions in order to learn more about an employee. Then, go away and do more research on your own and educate yourself. This is important because it gives them space without imposing on them to teach you all about their unique needs. *“Unapologetically shine in your own superpower to show people how to show in this. It’s not about dimming your light… Stand in full glory of you and encourage those to step up into to take that exact stance in themselves as well. Shine in your superpower, and then support those to do to do the very same.” -Mikayla Sinead* ### **Conclusion** Neurodiversity is a superpower. Being authentic who you are is a superpower. Helping others activate their special abilities is a superpower. This conversation with our panelists highlighted both *why* and *how* we could activate special abilities in the workplace. It’s too important to brush to the side—if we ignore it, there is untapped human potential, creativity, and innovation that workplaces are missing out on. Head on over to [Amplify DEI](https://lead21.amplifydei.com/inclusive-workplace/) if you want to hear the full panel discussion or any of the other talks from Amplify DEI Conference. [Amplify DEI](https://lead21.amplifydei.com/inclusive-workplace/) is almost like the Netflix of DEI—a place to encourage, educate, and learn from one another to make DEI the forefront of every workplace. ### **Latest Posts** - [How To Embrace Intersectionality in the Workplace](https://amplifydei.com/embracing-intersectionality/) - [5 Essential Ingredients to Amplify Inclusive Leadership](https://amplifydei.com/embracing-intersectionality/) - [PRIDE in Practice: How and Why to Embrace Diversity, Equity, and Inclusion in the Workplace](https://amplifydei.com/embracing-intersectionality/) - [Let’s Talk About Racism In The Workplace Today](https://amplifydei.com/embracing-intersectionality/) - [Activate Inclusion From Within Your Comfort Zone With LinkedIn Now](https://amplifydei.com/embracing-intersectionality/) ![author avatar](https://secure.gravatar.com/avatar/5c87cf45f8d0d438ec8cbeca6446bb31d55021e4b86b612a649ddcd91bb0e586?s=300&d=mm&r=g) Vivian Acquah Vivian Acquah CDE®, certified inclusion strategist, aims to support leaders with creating high-performance environments where inclusivity thrives. Guided by a clear vision of inclusion and empowerment, Vivian works to dismantle systemic barriers and create spaces for people to thrive. With a name that literally translates as ‘water’, Vivian has become a fire extinguisher in the field of inclusive environments. She has provided clients such as Heineken, Nike, LinkedIn, Google, Indeed, Deloitte, Danone, Cargill, Swift, Acrolinx, KLM and Zalando with tangible strategies for embracing inclusive change. [See Full Bio](https://amplifydei.com/author/vivian/) [ ](https://amplifydei.com/author/vivian/) **Categories:** Amplify DEI, Blog EN **Tags:** ADHD, Amplify DEI, Autism, David O'Coimin, DEI, Diabetes, diversity, equality, hiring, HR, human resources, humanizetheworkplace, jobs, Julie Turney, Lara Manqui, leader, leadership, Linkedin, linkedin live, manager, Mark Travis Rivera, Mikayla Sinead, name, neurodiverse, Neurodiversity, recruiting, Vivian Acquah, work, workplace wellness --- ### [7 Ways To Challenge Gender Diversity](https://amplifydei.com/challenging-gender-diversity/) **Published:** November 7, 2021 **Author:** Vivian Acquah **Content:** There have been movements for the greater inclusion of women in the workforce for decades. And, indeed, great strides have been made. But is this too narrow of a measure for gender diversity? When we look at DEI (diversity, equity, and inclusion) initiatives, the goal is to capture *everyone*. For that reason, efforts to challenge gender diversity and broaden its definition are important and valuable. *Disclosure: This post contains affiliate links. If you click through and make a purchase,* *I’ll earn a commission, at no additional cost to you.* Table of Contents [\[Open\]](javascript:;)[\[Close\]](javascript:;) - [Challeging Gender Diversity](#0-challeging-gender-diversity-) - [Broadening gender diversity](#1-broadening-gender-diversity-) - [Why gender diversity matters](#2-why-gender-diversity-matters-) - [Practical steps for leaders](#3-practical-steps-for-leaders-) - [Where we want to go](#4-where-we-want-to-go-) - [Conclusion](#5-conclusion-) - [Latest Posts](#6-latest-posts-) ### **Challeging Gender Diversity** The panel discussion on challenging gender diversity is a part of the [Amplify DEI Summit 2021](https://lead21.amplifydei.com/inclusive-workplace/), which took place in September. The goal of the summit was to equip leaders—both those in a formal leadership role and those who are self-leaders—to put DEI at the forefront of every workplace. Discussing why gender diversity needs to be challenged and broadened in the workplace were our panelists: - [Peter Zerp](https://nl.linkedin.com/in/peterzerp), Supplier Inclusion & Diversity Program Lead at Accenture (He/Him); - [Ryker Knapp](http://www.linkedin.com/in/ryker-knapp), Senior Learning and Development Specialist at Indeed (He/Him); - [Marjolijn Vlug](https://www.linkedin.com/in/marjolijnvlug), Career & Allyship Coach (She/Her); - [Sarah Cordivano](https://www.linkedin.com/in/sarah-cordivano), Associate Director of Global Diversity, Equity, and Inclusion at Springer Nature (She/Her). [Vivian Acquah](https://www.linkedin.com/in/vivianacquah/), Inclusive Workplace Wellness Advocate (She/Her), moderated the conversation. The panel discussed a number of important topics including what it means to broaden gender diversity, why it matters, and some practical steps for leaders to take. ### **Broadening gender diversity** The topic of this panel discussion was to challenge gender diversity. Part of this is to broaden its definition. Decades of effort and initiatives have made some significant advances in the representation of women in the workforce. But, as panelist Sarah Cordivano shared, “*this is out of date,”* because it is too narrow of a definition, and excludes people of other gender identities, including transgender or non-binary individuals. Sarah called for leaders and organizations to step up and realize that only embracing the gender binary is not enough. There needs to be room for people of all genders and identities at the table so that everyone’s unique perspectives are included. Ryker Knapp put it this way, “*there needs to be space for all.”* As the conversation around gender diversity continues, let’s remember to keep a broad, open definition of gender. *“So much of the narrative around diversity, in general, is around women and women in leadership… And it really feels like the main focus for a lot of companies, especially that are starting their DEI journey. And I think it’s unfortunate. We really need to challenge that because it’s way too narrow in terms of diversity, and in terms of binary gender, it really excludes other underrepresented gender identities. It also excludes, in many cases, women of color. This is out of date, honestly… We really need to think about how we can communicate around gender in the workplace that isn’t such a narrow lens.” **Sarah Cordivano*** ### **Why gender diversity matters** The answer to “why gender diversity matters” is obvious to many, especially our panelists. It’s obvious in that it matters because *diversity matters.* But there are companies that have not yet fully understood or embraced the impact that diversity has in their organizations. Here are some of the reasons our panelists shared as to why organizations need to care about gender diversity: - **Gender diversity brings increased innovation and growth to the workplace**. If a workplace is only embracing one viewpoint, how can they innovate? - **Ignoring gender gaps causes real harm.** Besides gaps in pay and position, there are other gender gaps that negatively affect certain groups. Panelist Peter Zerp discussed how many women do not have a good retirement plan because of their exclusion from the workforce. This is an often-unseen consequence, but needs to be brought to light and addressed. - **Embracing gender diversity helps with employee retention**. When people are able to show up as their authentic selves and are valued in the workplace, they tend to stay in their jobs! ### **Practical steps for leaders** We’re all about practical steps here at [Amplify DEI](https://lead21.amplifydei.com/inclusive-workplace/). It’s important to equip leaders with the “how” and not just theoretical discussions. So, the panelists had a lot to share about how leaders can take practical steps to activate gender diversity in their workplaces: - **Start small.** Big changes can take time, so starting with the simple and “low-hanging fruit” can be very effective. For example, ensuring there are restrooms that any gender can use and feel comfortable in signals value and care. It’s not too challenging to implement, but makes a big difference to an employee looking for a safe place. - **Realize that you are always learning.** There is no arrival point with DEI. Individuals and leaders have to take on a posture of continual learning and a growth mindset. Be okay with the discomfort that comes from challenging your beliefs and biases. As panelist Marjolijn Vlug shared, growth can be exciting, and leaders should start “*enjoying that growth.”* - **Recognize where you have influence—and use it**. Some people have the privilege of sitting at the top, in positions of influence. Recognize when you are there and there are conversations happening around you that are not acceptable. Use your influence to shut those conversations down. Ryker Knapp shared with the panel that, while you can’t change people, you can absolutely take a stand and say, *“in my presence, this type of conversation is not okay.”* - **Think broadly.** It is likely that you work with a variety of other companies or professionals external to your own organization. It’s possible to start focusing on DEI with those partners, as well. Peter Zerp shared his own companies “supplier inclusion” program, which seeks to procure from diverse companies. This is an example of how you can surround yourself with like-minded people and organizations, working together to amplify DEI in the workplace. - **Use data to learn and make changes.** Data is such an amazing tool, especially when it comes to DEI. Sarah Cordivano encourages everyone to take the time to make changes to how you are collecting data. Small tweaks where employees can actually check their gender identity or share their pronouns is an important step first step to making sure everyone is visible and heard. - **Set bold targets.** As a company, you can set bold targets on DEI initiatives and publish them, so that others hold you accountable to them. This is an important part of showing real commitment and follow-through to both employees and the general public. - **Recognize biases during the interview process.** A lot of companies feel most comfortable hiring within their demographic. But, in doing so, you are not capturing the benefits of a more diverse workplace. So, be aware of your biases, especially during the hiring process to ensure you are hiring in an equitable manner. ### **Where we want to go** While a lot has been done over the years, there is still such a far way to go when it comes to gender diversity in the workplace. The hope is that leaders (formal and individuals who are self-leaders) will be inspired to take action on some of these practical tips. The panelists expressed some of their hopes for the future, daring to imagine what the year 2025 might look like with a concentrated effort in this DEI space. One dream for the future is to have equal spaces for all people, and that diverse voices are normalized. Or, as host Vivian Acquah put it, “*When you say you cater to or support diversity, equity, and inclusion, show the different colors of the rainbow.”* Ryker Knapp took it a step further in specifically challenging cisgender men to *“see the beauty and benefit around elevating the voices of cis women, trans women, trans men, gender non-conforming, and non-binary folks.”* He used the illustration that if cis men climbed up the ladder, they need to reach down and help others come up it as well. This is not to devalue their own experience or hard work, but simply to help others climb up the same ladder that was a little easier for them to do in the first place. It’s a beautiful picture of creating space at the table for all people. ### **Conclusion** There is work to do. [Amplify DEI](https://lead21.amplifydei.com/inclusive-workplace/) hopes that these panel discussions inspire and motivate leaders into action. If we work together, we can accomplish so much. It’s also important to stop and celebrate where we’ve come from, too. Celebrate the wins and acknowledge what positive change has already been done. If you want to check out the full panel discussion, or any of the other amazing conversations from[ Amp](https://lead21.amplifydei.com/inclusive-workplace/)[l](https://lead21.amplifydei.com/inclusive-workplace/)[ify DEI](https://lead21.amplifydei.com/inclusive-workplace/), head on over to the [website](https://amplifydei.com/) to sign up. Amplify DEI is the Netflix of DEI—a place to grow in knowledge as well as inspiration and motivation. ### **Latest Posts** - [Activating Special Abilities and Embracing Neurodiversity in the Workplace](https://amplifydei.com/embracing-neurodiversity-in-the-workplace/) - [How To Embrace Intersectionality in the Workplace](https://amplifydei.com/embracing-intersectionality/) - [5 Essential Ingredients to Amplify Inclusive Leadership](https://amplifydei.com/amplify-inclusive-leadership/) - [PRIDE in Practice: How and Why to Embrace Diversity, Equity, and Inclusion in the Workplace](https://amplifydei.com/strenghten-pride-at-work/) - [Let’s Talk About Racism In The Workplace Today](https://amplifydei.com/lets-talk-about-racism-in-the-workplace/) ![author avatar](https://secure.gravatar.com/avatar/5c87cf45f8d0d438ec8cbeca6446bb31d55021e4b86b612a649ddcd91bb0e586?s=300&d=mm&r=g) Vivian Acquah Vivian Acquah CDE®, certified inclusion strategist, aims to support leaders with creating high-performance environments where inclusivity thrives. Guided by a clear vision of inclusion and empowerment, Vivian works to dismantle systemic barriers and create spaces for people to thrive. With a name that literally translates as ‘water’, Vivian has become a fire extinguisher in the field of inclusive environments. She has provided clients such as Heineken, Nike, LinkedIn, Google, Indeed, Deloitte, Danone, Cargill, Swift, Acrolinx, KLM and Zalando with tangible strategies for embracing inclusive change. [See Full Bio](https://amplifydei.com/author/vivian/) [ ](https://amplifydei.com/author/vivian/) **Categories:** Amplify DEI, Blog EN **Tags:** Amplify DEI, DEI, diversity, equality, hiring, HR, human resources, humanizetheworkplace, jobs, leader, leadership, Linkedin, linkedin live, manager, marjolijn vlug, Peter Zerp, Ryker Knapp, Sarah Cordivano, Vivian Acquah, work --- ### [Using VR To Unlock Empathy](https://amplifydei.com/using-vr-to-unlock-empathy/) **Published:** November 20, 2021 **Author:** Vivian Acquah **Content:** When implemented correctly in organizations, diversity, equity, and inclusion (DEI) programs can help drive positive organizational change, resulting in more innovation, happier and more engaged employees, and increased growth. However, some DEI programs are not built for a sustainable impact. Despite the good intentions, they are being treated like a one-night stand. As a Harvard Business Review [study](https://hbr.org/2016/07/why-diversity-programs-fail) suggested, a poorly constructed program does more harm than good; employees often triggered an intense backlash, and it increased more bias. ### **Need for Empathy** To make effective progress on DEI, building an inclusive mindset is crucial. Leaders need to recognize the presence of bias, societal inequities, and microaggressions in the workplace and accept that their organization is not a level playing field. It is no surprise that [97% of employees](https://shrm.org/ResourcesAndTools/tools-and-samples/toolkits/Documents/TFAW21_EmpathyReport.pdf) believe that empathy is essential to healthy workplace culture. Unfortunately, low empathy organizations have a lot of turnover and struggle to promote DEI. Many companies fail to demonstrate the importance of empathy which sows seeds of distrust at work. But to promote empathy, employers need to rope in the help of HR to proactively train all their employees – from C-suite executives to entry-level employees – to understand empathy and be empathetic. Unfortunately, the traditional method activates bias rather than eliminating it as companies have been doubling down on the same approaches they have used since the 1960s. **[Click here to activate the Amplify Empathy Training in your organization](https://amplifydei.com/portfolio/mitigate-bias-with-virtual-reality/)** ### **Tapping into VR for Training** Luckily with the progress in technological advancements that we have made so far, it is possible to make changes in the right direction. A virtual reality (VR) experience can change that. It has been found by [Stanford University researchers](https://news.stanford.edu/2018/10/17/virtual-reality-can-help-make-people-empathetic/) that VR can noticeably improve empathy and commitment to social change mainly due to its highly immersive and interactive experience. Many enthusiasts view VR as the ultimate empathy machine that can help people understand each other better than any other medium – lectures, group activities, novels, TV shows, and films. In comparison to traditional methods, VR can also help people understand DEI concepts effectively. However, DEI training can often feel punitive, which is why people feel diversity fatigued. On the other hand, the current VR-DEI training does not set rules or influence participants’ actions. Instead, participants are encouraged to pave their own learning journey by experiencing displeasing and uncomfortable situations from someone else’s perspective. ### **The Mirror Effect** Some of the things participants experience during the session include the biased assumptions people make that you are not qualified, getting shut down for having a different perspective, being excluded from social activities and gatherings, and people believing that the problem is you. It results in participants feeling frustrated due to the unpleasant journey. That frustration makes them not want to experience that ever again, and so it cultivates the mindset and feelings of empathy. Being able to live and feel someone else’s experience through their lens provides behavioral and cognitive learning, which is more effective in retention and that increases pro-social behaviors such as compassion and empathy more than both classroom and online learning. VR training can help people experience the biases and behaviors that impact underrepresented populations and slowly dismantle the bias as empathy builds. ### **Revelations through Discussions** A virtual reality experience is just the start. Its true value is realized during the team discussion afterward, which can help improve team dynamics. A trained facilitator will lead the team in a guided discussion of how the experience made them feel. They will also cover what exclusion and bias looks like in your organization. Next, teams practice how to identify bias and how to tackle it. They will also cover the business impact of exclusion and bias as a group and share their personal takeaways. The discussion ends with commitments to take action that will make a change. In a recent [survey](https://www.linkedin.com/feed/update/urn:li:activity:6863366782997028864/) conducted by [Amplify DEI](https://www.linkedin.com/company/amplifydei/), only a quarter of respondents, 26%, have used VR tools for DEI training, while the remaining 74% have not been introduced to this powerful and promising technology. Yet, VR technology has the potential to unlock and change the face and fate of corporations. ![](https://amplifydei.com/wp-content/uploads/2021/11/VR-to-unlock-empathy-diversity-equity-inclusion-1024x576-1.png "VR-to-unlock-empathy-diversity-equity-inclusion-1024x576 - Amplify DEI")### **Effective training** [Chris Milk](https://www.ted.com/talks/chris_milk_how_virtual_reality_can_create_the_ultimate_empathy_machine?language=en), a film producer who created a VR film for the United Nations, believes VR connects humans to other humans in a profound way that has never been seen in any other form of media. It can genuinely change people’s perceptions of each other. Such training is most effective for organizations that see value in building conscientious work ecosystems. Beyond the visceral experience, it would give organizations a new tool that has a more comprehensive and lasting impact. As a DEI consultant, I champion the idea of VR training to amplify DEI because it is appealing to the inclusive mindset talents who are more likely to stay at companies that have a diverse and inclusive workforce. Reach out to amplify DEI with the Empathy Unlocker tool. **[Click here to activate the Amplify Empathy Training in your organization](https://amplifydei.com/portfolio/mitigate-bias-with-virtual-reality/)** ### **Latest Posts** - [7 Ways To Challenge Gender Diversity](https://amplifydei.com/challenging-gender-diversity/) - [Activating Special Abilities and Embracing Neurodiversity in the Workplace](https://amplifydei.com/embracing-neurodiversity-in-the-workplace/) - [How To Embrace Intersectionality in the Workplace](https://amplifydei.com/embracing-intersectionality/) - [5 Essential Ingredients to Amplify Inclusive Leadership](https://amplifydei.com/amplify-inclusive-leadership/) - [PRIDE in Practice: How and Why to Embrace Diversity, Equity, and Inclusion in the Workplace](https://amplifydei.com/strenghten-pride-at-work/) ![author avatar](https://secure.gravatar.com/avatar/5c87cf45f8d0d438ec8cbeca6446bb31d55021e4b86b612a649ddcd91bb0e586?s=300&d=mm&r=g) Vivian Acquah Vivian Acquah CDE®, certified inclusion strategist, aims to support leaders with creating high-performance environments where inclusivity thrives. Guided by a clear vision of inclusion and empowerment, Vivian works to dismantle systemic barriers and create spaces for people to thrive. With a name that literally translates as ‘water’, Vivian has become a fire extinguisher in the field of inclusive environments. She has provided clients such as Heineken, Nike, LinkedIn, Google, Indeed, Deloitte, Danone, Cargill, Swift, Acrolinx, KLM and Zalando with tangible strategies for embracing inclusive change. [See Full Bio](https://amplifydei.com/author/vivian/) [ ](https://amplifydei.com/author/vivian/) **Categories:** Amplify DEI, Blog EN **Tags:** Amplify DEI, DEI, diversity, Empathy, equality, hiring, HR, human resources, humanizetheworkplace, jobs, leader, leadership, Linkedin, linkedin live, manager, Training, Turnover, Virtual Reality, Vivian Acquah, VR Training, work --- ### [Rising Voices to Amplify Diversity, Equity, and Inclusion](https://amplifydei.com/rising-voices-indeed/) **Published:** November 29, 2021 **Author:** Vivian Acquah **Content:** [![The Role of Inclusive Workshop Facilitator in Transforming Teams]()](https://amplifydei.com/workshop-facilitator-transforming-teams/) ## [The Role of Inclusive Workshop Facilitator in Transforming Teams](https://amplifydei.com/workshop-facilitator-transforming-teams/) What does it take for a group of people to truly work together at their best? It’s not about simply putting them in a room and hoping for the best. It’s about creating an environment where ideas are shared openly, communication flows freely, and decisions are made... **Categories:** Amplify DEI, Blog EN **Tags:** 271 Films, Aidan McLaughlin, Amplify DEI, Constanza Castro, DEI, diversity, Doménica Castro, equality, Hillman Grad Productions, hiring, HR, human resources, humanizetheworkplace, Indeed, jobs, leader, leadership, Lena Waithe, Linkedin, linkedin live, manager, Misty GAither, Rising Voices, Vivian Acquah, work --- ### [Time To Level Up Ethnic Diversity in our Workplaces](https://amplifydei.com/level-up-ethnic-diversity/) **Published:** November 20, 2021 **Author:** Vivian Acquah **Content:** Amplify DEI is a conference based on a simple question: what would it look like if DEI (diversity, equity, and inclusion) were at the forefront of every workplace? Just take a moment to imagine that. What would it look like? One of the words used in this panel discussion was “kaleidoscope”—a whole spectrum of color representing the unique diversity all around us. Table of Contents [\[Open\]](javascript:;)[\[Close\]](javascript:;) - [Level 1: Why do we need to level up?](#0-level-1-why-do-we-need-to-level-up-) - [Level 2: Start with the numbers](#1-level-2-start-with-the-numbers-) - [Level 3: Give context to the numbers](#2-level-3-give-context-to-the-numbers-) - [Level 4: Create change as a leader](#3-level-4-create-change-as-a-leader-) - [Conclusion](#4-conclusion-) - [Latest Posts](#5-latest-posts-) This panel discussion was specifically about leveling up *ethnic diversity* in our workplaces. So, it’s asking the question: what would our organizations look like if people from all races, cultures, and backgrounds were able to show up as their authentic selves… Or show up at all! So, it starts, first, with inclusion and then with amplification of diversity. The panelists participating in this important conversation are: - [Mira Culic Griffiths](https://www.linkedin.com/company/the-mind-takeaway-ltd/?viewAsMember=true), Leadership Coach at The Mind Takeaway; - [Jessy Halison](https://www.linkedin.com/in/jessyhalison/), Engineering Manager at Ecosia and DEI in Tech Coach; - [Lara Manqui](https://www.linkedin.com/in/laramanqui/), Growth Coach for Female Technologists and Social Justice Champion; - [Naomi Williams](https://www.linkedin.com/in/npwilliams/), JEDI Catalyst and Career Development Coach; - Host [Vivian Acquah](https://www.linkedin.com/in/vivianacquah/), Inclusive Workplace Wellness Advocate. Since this panel was titled “Level Up Ethnic Diversity,” we’ll break the conversation down into a few of those levels. First, why do we need to level up? Next, look at the numbers and give context and accountability to them. Finally, practical steps for leaders to create change in their organizations. ### **Level 1: Why do we need to level up?** For a lot of those reading this or participating in Amplify DEI, the answer is obvious. First, we need to level up ethnic diversity because diversity itself is crucial and necessary. But to break it down a bit further, ethnic diversity in leadership is essential for a company to adequately represent its customer and client base, which is diverse. Panelist Jessy Halison shared a story of a company that published a campaign with a racial slur in it. They did so in attempts to be edgy and even ran it by the DEI group. That DEI group did not give their blessing to publish, but none of them had a seat at the decision-making table. So, it was published, and, unsurprisingly, there was negative pushback. As Jessy’s story illustrates, excluding diverse voices from decision-making can have real-life consequences. Leaders who are still unclear why there is a need to level up ethnic diversity may be falling into the “survivor bias.” Jessy explained that this is a way of viewing this where you only look at those who made it. For example, if you have one woman of color on your senior leadership team, you may think that your company has arrived! The box is checked. But really, that woman was able to make it to that position despite many obstacles in her way. So it would do the company better to look at, how did she make it? What about those who are not here? How can we make the path more accessible for more to join us? Vivian Acquah reminded us of a recent legislation in the European Union, which proposed allowing employers to have the ability to fire someone [who wears a hijab](). The fact that that type of legislation is even considered shows that more work needs to be done. As Vivian put it, *if more ethnic people were working in the European Court of Justice, they would have blocked this.”* *“Ask: which point of view is not represented in your group? Who are you missing? Who is missing inside the room in the room with you? Because you already know what you already know. But you don’t know what you don’t know.”* *-Jessy Halison* ### **Level 2: Start with the numbers** Once leadership understands why they need to start leveling up in ethnic diversity, they can start looking at their numbers. Consider your clients and customers—does your leadership and staff team reflect the diversity of the people you are serving? Then, collect data about the diversity of your staff team. Panelist Lara Manqui strongly encourages taking an intersectional lens when looking at the data, too. Try to collect and report on as many intersectional statistics as you are able to as a company. This is important because, while achieving a 20% increase of women in leadership, for example, that statistic says nothing about the race or cultural background of those women who have been hired. While evaluating the data, it’s also important to look at leadership principles. Large companies will identify their hiring values and principles, so it’s easy to see if they have included values of diversity and inclusion. This is an essential first step, as it will lay the groundwork for future hiring practices. *“\[Be\] a little bit better at intersectionality… Being able to be more transparent in that sense. Because for me, that first stage of saying, ‘Oh, we have this many women and this many men,’ it’s really, truly not enough.” -Lara Manqui* ### **Level 3: Give context to the numbers** The next level in addressing ethnic diversity is to take the numbers and add context to them. It’s not enough to look at diversity statistics, shrug your shoulders, and do nothing. Instead, organizations need to take action after realizing where they are falling short. Panelist Mira Culic Griffiths discusses the importance of asking why. For example, why are there not more women in tech? The standard excuse of “there aren’t enough qualified ones” is not good enough. Instead, employers need to look for ways to create opportunities or open the door to more women, such as working with recruiters who value diversity. Another way of adding context to the numbers is by being fully transparent in the company reports. Panelist Naomi Williams discusses including a clear definition of what you mean by diversity, so everyone understands the starting point of a diversity report. Also, companies can compare their reports year over year, being transparent about the progress that is made and what still needs to be worked on. The last piece to adding context to the numbers is looking at turnover rates. Who is leaving the organization? If employees of a specific demographic are leaving at higher rates than others, that says a lot about how safe and welcoming of an environment they are in. *“…And I’m very happy that you have a diversity in your numbers. But if you want to be really true, there is indeed the intersectional factor that should be involved. What I’m interested in is also your turnover. Because if you keep hiring 20 women, but the 20 women are leaving, what it tells me is that you’re very into showing representation. Again, I do believe in representation. But what you’re saying is that you don’t think that they are included and belong in your company. They’re just something for the numbers.”* *-Jessy Halison* ### **Level 4: Create change as a leader** The last way to level up with ethnic diversity is to take personal steps as a leader. Vivian posed a question to the panelists: “What would you say to leaders with an ethnic background? What can they do to level up in the workplace?” The answers from the panelists are so inspiring: 1. **Don’t lose yourselves.** Show up as who you authentically are. It’s not always easy, but it is important because it allows you to level up and inspire other people to do the same. 2. **Cut yourself from the culture of “us versus the world.”** Instead of buying into the constant competition, recognize that when one person succeeds, everyone does. 3. **Move beyond mentorship to sponsorship.** Mentorship is such a positive thing, but sponsorship is a way to push it a step further. Sponsor diverse employees for promotions, projects, and positions of leadership. By opening doors for other people, you allow for more diversity in the workplace. 4. **Own your superpowers.** Recognize that the experiences and perspectives of your ethnic diversity are important and needed in your work. **Practice self-care.** It can be exhausting to show up authentically day in and day out, especially if you are in place as the “token” person. So, give yourself time and space to breathe, relax, and live on your own terms by taking care of yourself. As Vivian put it, *“We need to stop using the word strong. Yes, we are strong, but strong doesn’t mean I cannot cry… Strong doesn’t mean that you cannot go back and recharge. Strong doesn’t mean that you cannot feel pain.”* *“You really to just be yourself. And I think I think we really need to be proud with who we are… And don’t buy into these belief systems that are saying in order to level up and in order to grow in your company, you need to be somebody else. Because it’s just not true.* *-Mira Culic Griffiths* ### **Conclusion** Leveling up in ethnic diversity is so important. We miss out on the innovation, creativity, and unique perspectives that people bring if we ignore them. Leveling up starts with being aware of where you are at in your organization, looking at the numbers and the context. Then, it’s about taking some steps towards positive change to make an impact. If you want to listen to the entire panel discussion or are interested in the many other resources on Amplify DEI, head on over to the [website](https://amplifydei.com/) to check it out! Amplify DEI is designed to educate and inspire everyone to embrace DEI and put it at the forefront of our workplaces. ### **Latest Posts** - [Using VR To Unlock Empathy](https://amplifydei.com/using-vr-to-unlock-empathy/) - [7 Ways To Challenge Gender Diversity](https://amplifydei.com/challenging-gender-diversity/) - [Activating Special Abilities and Embracing Neurodiversity in the Workplace](https://amplifydei.com/embracing-neurodiversity-in-the-workplace/) - [How To Embrace Intersectionality in the Workplace](https://amplifydei.com/embracing-intersectionality/) - [5 Essential Ingredients to Amplify Inclusive Leadership](https://amplifydei.com/amplify-inclusive-leadership/) ![author avatar](https://secure.gravatar.com/avatar/5c87cf45f8d0d438ec8cbeca6446bb31d55021e4b86b612a649ddcd91bb0e586?s=300&d=mm&r=g) Vivian Acquah Vivian Acquah CDE®, certified inclusion strategist, aims to support leaders with creating high-performance environments where inclusivity thrives. Guided by a clear vision of inclusion and empowerment, Vivian works to dismantle systemic barriers and create spaces for people to thrive. With a name that literally translates as ‘water’, Vivian has become a fire extinguisher in the field of inclusive environments. She has provided clients such as Heineken, Nike, LinkedIn, Google, Indeed, Deloitte, Danone, Cargill, Swift, Acrolinx, KLM and Zalando with tangible strategies for embracing inclusive change. [See Full Bio](https://amplifydei.com/author/vivian/) [ ](https://amplifydei.com/author/vivian/) **Categories:** Amplify DEI, Blog EN **Tags:** Amplify DEI, DEI, diversity, equality, ethnic diversity, hiring, HR, human resources, humanizetheworkplace, jobs, leader, leadership, Linkedin, linkedin live, manager, Vivian Acquah, work --- ### [Amplify DEI (Diversity, Equity & Inclusion): The Story, Inspiration, and Vision](https://amplifydei.com/amplify-dei-diversity-story-inspiration-vision/) **Published:** November 29, 2021 **Author:** Vivian Acquah **Content:** [Amplify DEI](https://amplifydei.com/) is a conference based on a simple question: what would it look like if DEI (diversity, equity, and inclusion) were at the forefront of every workplace? Just take a moment to imagine that. What would it look like? One of the Amplify DEI is more than just a conference. My passion was born out of my desire to create a better world for my son and the next generation. It was an amazing experience but also a step of courage for me to do. Despite the movement towards amplifying diversity, equity, and inclusion (DEI) in the workplace, we are not there yet. Each of us—myself included—can do better to take inspired action towards creating safe, open, and inclusive workplaces. Table of Contents [\[Open\]](javascript:;)[\[Close\]](javascript:;) - [My story ](#0-my-story-) - [My inspiration for Amplify DEI ](#1-my-inspiration-for-amplify-dei-) - [My vision for Amplify DEI ](#2-my-vision-for-amplify-dei-) - [Thank You Sponsors & Amplify DEI Committee](#3-thank-you-sponsors-amp-amplify-dei-committee-) - [Conclusion ](#4-conclusion-) - [Latest Posts](#5-latest-posts-) The [Amplify DEI](https://amplifydei.com/) Summit is a virtual event that focuses on how to amplify (educate, promote, and grow) DEI in our lives and workplaces. The first year of Amplify DEI was in 2020, and it ran again in Fall 2021 with 92 speakers. I am proud of what we were able to accomplish with Amplify DEI and want to share my experience organizing this virtual summit. I want to share the story of how [Amplify DEI](https://amplifydei.com/) came to be—my own story, the inspiration, and the vision behind it. I want to share because this is part of my story. And for DEI to truly make a difference, we each need to step out in courage and share our stories in order to make our own unique impact on the world. The goal here is to share how I did it so that you can be inspired to also take action as a self-leader in order to move the needle on DEI in the workplace. ### **My story** I’m Vivian Acquah, and I wear many hats—mother, partner, inclusive workplace wellness advocate, consultant, Ghanaian roots, Dutch citizen, and more. Each one is part of my identity and my story. The path to Amplify DEI starts with my son, Orlando. Even before he was born, I believed during my pregnancy that my child would teach me valuable lessons. This proved to be true—I see Orlando as my compass, the one pointing me towards the path I should go. When Orlando was just four months old, I made the decision to break away from corporate life. I was working in a very toxic work environment that did not accept me for me. Throughout my pregnancy, I was constantly devalued and dehumanized. The stress of that workplace seriously jeopardized my health and indirectly the health of my unborn child. It all became clear when I looked into my son’s eyes and realized: as his parent, I need to give him advice on how to thrive. And, if I wanted to show him how to do that, I needed to listen to my own advice. So, I left my job. I changed paths and started working as an inclusive workplace wellness [advocate](http://Wikipedia). I wanted to bring the human factor back into the workplace and create work cultures where people are empowered, and their talents and identities are valued and utilized. My son saved my life and inspires me every day to keep building a better life for both of us. But, I am equally impacted by the Ghanian proverb, Sankofa, that my grandmother taught me. It means to bring lessons from the past with you towards the future. So, I bring what I learned through the difficult seasons of my life and bring it forward with empathy to help others. This is where [Amplify DEI](https://amplifydei.com/) really began, with the encouragement of my son and lessons from my grandmother. It was born out of that desire to step up into my superpowers and channel them in a way to help other people. Amplify DEI was a place where I could bring each part of myself and my skills and passions to each day. ![Sankofa, Amplify DEI, Vivian Acquah, Orlando, Maame Acquah](https://amplifydei.com/wp-content/uploads/2021/11/Sankofa.jpg-768x768-1.jpg "Sankofa.jpg-768x768 - Amplify DEI")### **My inspiration for Amplify DEI** [Amplify DEI](https://amplifydei.com/) started in 2020. I remember having to talk to my six-year-old son Orlando about what happened to George Floyd; he just saw a snippet of the murder of George Floyd. How do you explain racism to a six-year-old? It was one of the most challenging conversations that I had. He asked questions, like, “Is anybody going to hurt you, Mom?” This question broke my heart. And it wasn’t just my son asking questions—the whole world seemed to be poised to take action. But I didn’t want to just follow along with performative action, but I wanted to inspire real change. This wasn’t something I could just sit back on and say, “Someone else will do something.” No—it’s something for me to take action on. I felt like I needed to advocate and do something to address this. I wanted to create a safe place and make a real impact in the world. I was, and continue to be, inspired by Beyoncé’s song “Bigger,” which is the theme song of Amplify DEI. Some of the lyrics are as follows: *If you feel insignificant You better think again Better wake up because You’re part of something way bigger You’re part of something way bigger Not just a speck in the universe Not just some words in a bible verse You are the living word Ah, you’re part of something way bigger Bigger than you‚ bigger than we Bigger than the picture they framed us to see But now we see it And it ain’t no secret‚ no* https://youtu.be/ZalRwnSRXhE This initiative is more than just a conference because it’s part of something bigger. It’s bigger than me and bigger than even the speakers and educators who shared so much with us during [Amplify DEI](https://www.amplifydei.com/). It’s about each of us doing the work to be self-leaders and take real, inspired action to embrace and amplify DEI in our lives and workplaces. ### **My vision for Amplify DEI** The overall vision for [Amplify DEI](https://amplifydei.com/) is to simply make a difference. To create a space for education and conversation around diversity, equity, and inclusion. By bringing so many speakers and educators together, we could all walk through an experience to learn and grow together by listening to stories and ideas from different people. The specific vision for Amplify DEI 2021 was around the theme of activating leadership and self-leadership. This theme was woven into all of the presentations and panel discussions because each of them answered one of two questions: 1. ***How can people in formal leadership positions (in their company or organization) take action towards amplifying DEI in the workplace?*** We heard from company representatives about notable initiatives being done to amplify DEI and make safe, inclusive, and open workplaces. However, more of this needs to be done in the workplace and amongst those in formal leadership positions and positions of power. 2. ***How can individuals take inspired action and become self-leaders, making changes in their own lives and then modeling it to other people?*** Each person is capable of change. No one has to wait for permission from a manager to activate inclusion—it starts with the individual. We can’t underestimate the impact that each individual can make. To answer these questions, I needed to bring in experts and educators from a diverse set of backgrounds. I was blown away by the interest and engagement we received from people all over the world; we ended up with 92 speakers in 2021! Because each of them was willing to open up, be vulnerable, and share their story, we were all able to learn and grow to become better leaders. To capture the vision of [Amplify DEI](https://amplifydei.com/), I had to ask each of the speakers what they wanted to contribute. It was important to allow them to speak from their genuine truth and expertise—I wanted to hear about their own lived experiences. It is so important to listen to other people and support them when they are saying that they’ve been hurt or dealt with racism and microaggressions. As the organizer of this summit, I needed to make space for those conversations. Each speaker spoke from their heart in a way that we could truly activate empathy, awareness, and understanding—activate the humanity in each of us. If we don’t hear each other’s stories, we cannot understand, and we cannot take action to create positive change. ### **Thank You Sponsors & Amplify DEI Committee** I am so grateful for the support of Indeed, The Essential Experts, IBIAS VR, Acrolinx, Deloitte, Ecosia, TIBCO, Unleashed, Mojoz Consulting, Studio Creative Concepts. Together they made it possible to create a ripple effect towards inclusive workplaces. The [Amplify DEI Committee](https://lead21.amplifydei.com/sponsors-170/) members Yuli Kim, Marjolijn Vlug, Peter Griffiths, and Mira Culic Griffiths were my mirror during the selection process of the speakers. My partner Jan van G. and Orlando are my anchors. Because of them, I can. Thank you for being a true inspiration. ![](https://amplifydei.com/wp-content/uploads/2021/11/Amplify-DEI-Sponsors-Presentation-1024x576-1.jpg "Amplify-DEI-Sponsors-Presentation-1024x576 - Amplify DEI")### **Conclusion** Organizing [Amplify DEI](https://amplifydei.com/) was an intense, unique, and challenging process. It took a lot of planning and coordination to pull off—especially during a pandemic! But I stayed true to my inspiration and vision for it: to be a self-leader and create something bigger in order to improve the future for both people today and the next generation. I am constantly inspired by my son, supported by my team and people around, and driven to keep amplifying DEI. I want to move forward and continue this work, encouraging everyone to be part of the bigger picture to amplify diversity, equity, and inclusion. ### **Latest Posts** - [Time To Level Up Ethnic Diversity in our Workplaces](https://amplifydei.com/level-up-ethnic-diversity/) - [Using VR To Unlock Empathy](https://amplifydei.com/using-vr-to-unlock-empathy/) - [7 Ways To Challenge Gender Diversity](https://amplifydei.com/challenging-gender-diversity/) - [Activating Special Abilities and Embracing Neurodiversity in the Workplace](https://amplifydei.com/embracing-neurodiversity-in-the-workplace/) - [How To Embrace Intersectionality in the Workplace](https://amplifydei.com/embracing-intersectionality/) ![author avatar](https://secure.gravatar.com/avatar/5c87cf45f8d0d438ec8cbeca6446bb31d55021e4b86b612a649ddcd91bb0e586?s=300&d=mm&r=g) Vivian Acquah Vivian Acquah CDE®, certified inclusion strategist, aims to support leaders with creating high-performance environments where inclusivity thrives. Guided by a clear vision of inclusion and empowerment, Vivian works to dismantle systemic barriers and create spaces for people to thrive. With a name that literally translates as ‘water’, Vivian has become a fire extinguisher in the field of inclusive environments. She has provided clients such as Heineken, Nike, LinkedIn, Google, Indeed, Deloitte, Danone, Cargill, Swift, Acrolinx, KLM and Zalando with tangible strategies for embracing inclusive change. [See Full Bio](https://amplifydei.com/author/vivian/) [ ](https://amplifydei.com/author/vivian/) **Categories:** Amplify DEI, Blog EN **Tags:** Amplify DEI, DEI, diversity, equality, HR, human resources, humanizetheworkplace, inspiration, leader, leadership, Linkedin, linkedin live, Maame, Maame Acquah, manager, mission, Orlando, story, vision, Vivian Acquah, work --- ### [The Good, the Bad, and the Ugly: Reflections on DEI in 2021](https://amplifydei.com/reflections-dei-2021/) **Published:** January 6, 2022 **Author:** Vivian Acquah **Content:** We always want to find balance. Celebrating wins is equally important as exposing challenges. *Calling out* injustices is necessary, but so is *calling in* growth and development. We live in a world where there is good, bad and… ugly. This exists in all aspects of our world and also exists in Diversity, Equity, and Inclusion (DEI) advocacy. For this reason, we want to reflect on the last year concerning DEI work. What was successful, what wasn’t? What are we proud of, and where do we want to let go in 2022? Knowing where we came from helps us understand where we need to go. To discuss this topic, we had a panel of guests join us on an episode of Let’s Humanize the Workplace. The speakers are - [Khady Gaye](https://www.linkedin.com/in/khadygaye/), Global HR Leader; - [Anita Abaisa](https://www.linkedin.com/in/anita-abaisa-professional-upgraderupgrader/), founder of IBIAS VR; - [Stacy Bernal](https://www.linkedin.com/in/stacy-bernal-she-her-hers-98896219/), Global Change Instigator; - [Vivian Acquah](https://www.linkedin.com/in/vivianacquah/), host of the show and Inclusive Workplace Wellness Advocate. As we look at the good, the bad, and the ugly of DEI in 2021, let’s remember this: *there is always a time to change and grow, and that time is now.* We are capable of creating the change we want to see in the world. View the video of the full impactful conversation below. ### **The Good: Awareness, Willingness, and Growth** There is no doubt that there have been major socio-cultural and political shifts in the last few years because of events like the COVID-19 pandemic and massive social movements after the death of George Floyd, for example. This has not only changed our day-to-day lives, but it has also made people *awaken and realize that things need to change.* **One of the positive things in DEI in 2021 was this awakening to the realization that we need to humanize the workplace.** So many people are finally putting their foot down and realizing that they don’t want to work somewhere where they are not valued, and they don’t want to work somewhere they aren’t appreciated for who they are. So, employees are leaving and finding other places to work that support who they are and value DEI. Another positive thing stemming from the aforementioned socio-cultural shifts is that many people are also **awakening to their own internal biases**. It doesn’t matter who you are or how your identity; you have biases—we all do. It’s becoming more common to recognize and overcome them. Here are a few ways that people can focus on overcoming their own biases: - Cultivate curiosity and remain curious by listening to other people when they share their positive and negative experiences. - Engage in conversations with diverse people, viewpoints, and ideas. Ask questions so that you can learn more about who they are and where they are coming from. - Recognize that you have a bias, even if you identify as part of a marginalized community. We all need to look at ourselves to do the inner work before impacting other people. Finally, it has been a positive movement in the DEI space that **more people and organizations are willing to engage in the conversation**. While we are not fully there yet, more people are eager to start the conversation and move towards practical action. *“My 16-year-old is autistic. And, as I say in my training, I cannot change him* *to fit into the world. So, my job is to change the world to fit for him.”* *Stacy Bernal* ### **The Bad: Negative Voices** With the good comes the bad. And despite many positive strides in the DEI space in 2021, there is more work to be done. Unfortunately, there are still many **negative voices** that counteract the positive message of DEI. A specific subset of the population might never buy in the way we want them to, and coming to terms with that is part of the journey. So instead, focus on those who are still curious, even if cautiously curious. In addition, many people are willing to learn and grow*, so instead of focusing on the negative voices, focus on those who have open ears and hearts to learn and grow.* Combatting the bad can be very challenging, even exhausting, work to do. This is especially true when it is all over social media, in our faces with negative comments. Here are some strategies to help handle the negative voices in the DEI space: - Focus on those who are willing to change, not on those who will never change. Make peace with the fact that you cannot change everyone’s mind, but you can certainly impact many people. - Understand where the negativity comes from—a lot of nasty comments are driven by fear or ignorance. Cultivating curiosity and compassion can help us interact well. - Remember that what we see on social media is not the whole picture. Social media can really amplify the negative, but it is never representative of everyone. The last negative of the DEI journey in 2021 is that **we are still only at the beginning.** There is a long way to go, and that can be tiring, at times, to consider how far there is still to go. This can be seen as a “bad” aspect of the DEI journey because it may cause defeat, discouragement, and perhaps even burnout. So, focus on building resiliency, working alongside others, and taking care of yourself with care and boundaries. *“But when you see those hatred comments,* *that’s where I see the bad in the human being,* *where either fear or ignorance probably drives it…* *Don’t make assumptions—ask questions, be curious.* *The more you ask questions, the more you will get to know* *about every person’s invisible part. Because everyone has a story.”* *Khady Gaye* ### **The Ugly: Performative Action and Real-Life Consequences** It can be hard to talk about what’s ugly in the DEI movement, but it’s important to identify these things in order to move past them in the future. One of the first “ugly” elements is that there is still too much **performative action** by companies and individuals alike. Instead of being held accountable to do the real work of DEI, people seem to favour social-media posts that are on-trend. Real action needs to be taken to combat the ugliness of performative action. The other “ugly” side to this whole discussion is that there are **real-world consequences, and real people are still being hurt.** The current system and culture don’t always let people be who they truly are, which means they live in fear, isolation, pain, and depression. Anyone who is different, whether they are part of the LGBTQ community, disabled, neurodivergent, or anything else—discrimination hurts people. Finally, **it is ugly when people still stay silent.** Despite the many strides we have made as an overall culture, some people will still stay silent, even in the face of blatant and obvious discrimination. Staying silent and staying uninformed or uncaring is an ugly side to DEI initiatives in 2021 that needs to change in the future. *“The car started driving, so now we need action.* *So, if you’re attending any event, or training, or whatever it is that you’re doing,* *and nobody offers you some perspective of taking action,* *you should ask your money back.”* *Anita Abaisa* ### **Conclusion** The purpose of looking back on 2021 to determine the good, bad, and ugly is not to just analyze it and leave it. Instead, it’s meant to inspire action and change for all of us now and into the future. And what it all comes down to is **action.** In 2022, the goal is to take action towards creating inclusive workplaces and environments so that each and every person is valued for who they truly are. We will learn from the mistakes of the past and transform both the “bad” and “ugly” into more and more good things for DEI in the workplace. Our panellists were united in the pursuit of DEI action in 2022 and beyond. Khady shared that “every action counts. It’s now, and it’s us together.” Stacy agreed, stating that “we need action, not tomorrow, but today.” Stacy provided the encouragement that “we’re all capable, and we have the power.” Action starts with each of us, but understanding our own internal biases, getting curious about them and starting on the path of learning and growth. Then, as we move into positions of power or influence, it is about making decisions that allow people to be comfortable in their own identity in the workplace. This is an action that we can all do—something to take into 2022 and years beyond. *“Find your changemakers, find the advocates that share the same fire,* *share the same passion. Because together you stand stronger than being alone.”* *Vivian Acquah.* Check out [Amplify DEI](https://amplifydei.com) to learn more about the virtual summit dedicated to activating and amplifying DEI through education, knowledge and learning from diverse speakers and guests. ### **Latest Post** - [Amplify DEI (Diversity, Equity & Inclusion): The Story, Inspiration, and Vision](https://amplifydei.com/amplify-dei-diversity-story-inspiration-vision/) ![author avatar](https://secure.gravatar.com/avatar/5c87cf45f8d0d438ec8cbeca6446bb31d55021e4b86b612a649ddcd91bb0e586?s=300&d=mm&r=g) Vivian Acquah Vivian Acquah CDE®, certified inclusion strategist, aims to support leaders with creating high-performance environments where inclusivity thrives. Guided by a clear vision of inclusion and empowerment, Vivian works to dismantle systemic barriers and create spaces for people to thrive. With a name that literally translates as ‘water’, Vivian has become a fire extinguisher in the field of inclusive environments. She has provided clients such as Heineken, Nike, LinkedIn, Google, Indeed, Deloitte, Danone, Cargill, Swift, Acrolinx, KLM and Zalando with tangible strategies for embracing inclusive change. [See Full Bio](https://amplifydei.com/author/vivian/) [ ](https://amplifydei.com/author/vivian/) **Categories:** Amplify DEI, Blog EN **Tags:** Amplify DEI, DEI, diversity, equality, HR, human resources, humanizetheworkplace, inspiration, leader, leadership, Linkedin, linkedin live, manager, mission, Orlando, story, vision, Vivian Acquah, work --- ### [Level UP DEI! 5 Practical Leadership Lessons To Activate In 2022 test](https://amplifydei.com/level-up-dei-2022/) **Published:** February 16, 2022 **Author:** Vivian Acquah **Content:** We always want to find balance. Celebrating wins is equally important as exposing challenges. *Calling out* injustices is There have been a lot of new and interesting workplace trends in the last few years. Most notably, the continuation of work-from-home and the Great Resignation movements are shaping and shifting how we work worldwide. Table of Contents [\[Open\]](javascript:;)[\[Close\]](javascript:;) - [Humanize The Workplace](#0-humanize-the-workplace-) - [Humanizing the Workplace: Current Workplace Trends](#1-humanizing-the-workplace-current-workplace-trends-) - [How Immigration Relates to Diversity and Inclusion](#2-how-immigration-relates-to-diversity-and-inclusion-) - [Practical Leadership Ideas to Level Up DEI](#3-practical-leadership-ideas-to-level-up-dei-) - [Rebranding DEI](#4-rebranding-dei-) - [Conclusion](#5-conclusion-) - [Latest Post](#6-latest-post-) ### **Humanize The Workplace** And with all of these changes, we need to stop and think: *how can we humanize the workplace?* How can we get to a place where all people are welcomed, included, and valued for their contributions? After all, a big reason people are leaving jobs during the Great Resignation is that they do not feel valued or accepted for who they are; they will seek out workplaces that align with their values. As these shifts are made, we have to keep talking about it. DEI (Diversity, Equity, and Inclusion) doesn’t just happen on its own—it’s work and its complex work. To talk about how to level up DEI in 2022 amid a changing work world, I had a few panellists join me for a conversation on Let’s Humanize the Workplace. The guests were: - [Torin Ellis](https://www.linkedin.com/in/torinellis/), an activist entrepreneur and motivational DEI speaker; - [Dr Marcia Goddard](https://www.linkedin.com/in/mngoddard), a neuroscientist set on breaking stereotypes in the workplace; - [Sergio Panday,](https://www.linkedin.com/in/sergiopanday/) who works to increase ethnic diversity in senior leadership; - Vivian Acquah, host / inclusive Workplace Wellness Advocate. Together we discussed the need to humanize the workplace, immigration, rebranding DEI, and practical steps to level up DEI. ### **Humanizing the Workplace: Current Workplace Trends** We’re talking about humanizing the workplace, but the first question is, *why?* Why is this necessary to do? Humanizing the workplace is even more critical than ever before, given all of the changes over the last two years of the pandemic. It is essential because: - Social issues are polarizing people into different “camps” with a lack of mutual understanding. - Isolation from the pandemic has made people crave human connection. - Remote and online work make connecting with other people more challenging due to a lack of eye contact and proximity. - Challenges from the pandemic exacerbated existing company issues, and employees are no longer willing to put up with it. Despite all the trendy, emerging conversations about blockchain, AI, and automation changing the way we live and work, those advances in technology don’t always represent the here and now. Many people are still struggling with how to provide for their family or feel fulfilled in their work and role. So, we need to remember that *humanity comes first,* not just the constant cycle of technological advancements. *“We have to make sure that we don’t forget that we’re not all square boxes on the screen. We’re not 2D images—we are people with personalities and feelings, and we have layers. But that’s more difficult to share remotely, which means that we need to level up in humanizing the workplace.” -Dr. Marcia Goddard* ### **How Immigration Relates to Diversity and Inclusion** Most Western countries are facing a new phenomenon called the Great Resignation, where people are leaving their companies in droves, seeking out better opportunities elsewhere. There are so many reasons why this is happening. One of the big ones is that companies are not aligning themselves with what their employees want. > They are not acting with transparency or authenticity and are not inclusive and welcoming spaces. And what a lot of companies are still missing is that there are people with diverse abilities all around. And, through immigration, we can actually tap into the superpowers of someone who comes from a different background and skillset. The conversation around immigration is complex, but it is an essential part of DEI. When we discuss the power of diversity, immigration has a big influence in it. Here are some essential elements to consider: - Immigration can help solve fundamental issues surrounding employee shortages. - Immigration impacts people for generations; first and third-generation immigrants have very different attitudes and ideas—all viewpoints need to be heard and valued. - Immigration is often wrapped up in our biases of people who are different from us. Increased self-awareness of biases can help us more openly embrace the beautiful diversity of immigration. *“It’s so weird that we are in 2022, and we are not thinking outside of the box. We are not activating people or their super talents or the superpowers to maybe it’s possible for an immigrant to work here. Maybe it’s possible for somebody who doesn’t speak the language or isn’t from here to apply certain things that they learned in their country.” -Vivian Acquah* ### **Practical Leadership Ideas to Level Up DEI** As many people start returning to the workplace after the pandemic, there is an opportunity to make changes. Leaders have an opportunity to level up DEI in the workplace and make it a welcoming and inclusive environment for all employees. Here are some of the ways leaders can make positive changes: - **Understand that there will be some gaps.** For younger generations of employees, this time during the pandemic will be very impactful—they don’t have the years of experience that older generations do on how to interact in a social workplace and lean on each other for support. This will take learning and adjustments to overcome. - **Provide employees with autonomy.** Especially given that people have worked autonomously from home for two years, employers need to continue to respect and honour their employee’s antonym in the workplace. - **Be congruent and consistent in decision making.** Employees are looking for leadership that they can align with and respect, so sound-decision making is essential. - **Provide flexibility and freedom in work.** People are burned out and exhausted after a challenging two years. Providing options for flexibility and freedom will help people claim back their time, energy, and enthusiasm. - **Use mentorship to inspire and encourage others.** So much can be accomplished through mentorship in the workplace, and leaders can use this tool to lift up and elevate everyone’s unique skills and contributions. Some of the other practical ways to level up DEI in the workplace is surrounding hiring practices. One of the most impactful changes can be by being transparent about wages. New laws in New York made headlines recently as they put in a law that said all companies need to disclose wages in their job descriptions. This is a first step to levelling the playing field between applicants and removing potential biases. *“Sure, the work must continue to get done. But can it get done in pods? Can it get done in sprints? Can it get done in smaller windows of time?* *Does it have to be a four-day workweek? No, it doesn’t have to be a four-day workweek because, for many individuals, they’re just simply going to try to cram the 60 or 80 hours that they were accustomed to into those four days.* *So, I want people to feel like they have the autonomy, the freedom to just simply do what needs to be done.” -Torin Ellis* ### **Rebranding DEI** Depending on the industry, some workplaces are still in a place that’s miles away from understanding and embracing DEI. Much of the corporate world, especially in traditional fields like banking, have managed to exist and thrive without really embracing DEI. Or, it’s possible that they have embraced part of it—diversity (hired new executives)—but not the other part—inclusion (making people actually feel welcomed). > Rebranding DEI is not about changing the core, fundamental values of diversity, equity, and inclusion. Instead, it is understanding the audience and catering your message towards them. Some people operate from a position of **fragility**, where they don’t want to have their feelings hurt. Others are operating on the **fatigue** side, where they are tired of the conversation that doesn’t really change things. Understanding these different starting points can help us intensify efforts to bring people into DEI and communicate it with them in a way they connect with. > Understanding where people are coming from also requires **empathy** and **active listening**. To bring someone closer towards DEI, you need to know where they are starting. Even if you totally disagree with what they are saying, try to not go directly on the offensive but operate from a place of empathy—listen to them and then start that journey together. *“DEI can use a little bit of a rebranding. I feel that it’s too much of the victim role … it comes into this charitable bucket … And I think we need to start positioning DEI as what it is: it adds value!* *It adds value to leadership teams, it adds different perspectives, it helps in more balanced decision making … I think once it’s branded like that, it will be agenda point number one, and then things will start moving.” -Sergio Panday* ### **Conclusion** DEI is complex work because, well, *people* are complex. We can’t just wave a magic wand and expect that people, leaders, and companies will all change overnight. However, it is possible to continue to have these conversations, level up our DEI work, hold each other accountable, and take tangible steps to improve our workplaces one by one so that our children have a better world. If you enjoy conversations about DEI and are ready to level up your own DEI involvement, check out [Amplify DEI](https://www.amplifydei.com/) to learn more about her work as an Inclusive Workplace Wellness Advocate, how to humanize the workplace, and what we can all do to amplify and activate DEI. ### **Latest Post** - [Using VR To Unlock Empathy](https://amplifydei.com/using-vr-to-unlock-empathy/) ![author avatar](https://secure.gravatar.com/avatar/5c87cf45f8d0d438ec8cbeca6446bb31d55021e4b86b612a649ddcd91bb0e586?s=300&d=mm&r=g) Vivian Acquah Vivian Acquah CDE®, certified inclusion strategist, aims to support leaders with creating high-performance environments where inclusivity thrives. Guided by a clear vision of inclusion and empowerment, Vivian works to dismantle systemic barriers and create spaces for people to thrive. With a name that literally translates as ‘water’, Vivian has become a fire extinguisher in the field of inclusive environments. She has provided clients such as Heineken, Nike, LinkedIn, Google, Indeed, Deloitte, Danone, Cargill, Swift, Acrolinx, KLM and Zalando with tangible strategies for embracing inclusive change. [See Full Bio](https://amplifydei.com/author/vivian/) [ ](https://amplifydei.com/author/vivian/) **Categories:** Amplify DEI, Blog EN **Tags:** Amplify DEI, DEI, diversity, equality, HR, human resources, humanizetheworkplace, inspiration, leader, leadership, Linkedin, linkedin live, manager, Marcia Goddard, mission, Sergio Panday, story, Torin Ellis, vision, Vivian Acquah, work --- ### [The Great Resignation: How Employees and Managers Should Respond](https://amplifydei.com/the-great-resignation/) **Published:** March 13, 2022 **Author:** Vivian Acquah **Content:** The Great Resignation. It sounds serious, doesn’t it? This term has been thrown around in every media story or report about employment trends during the pandemic. The Great Resignation refers to the massive number of people who left, or are planning to leave, their jobs. There are many reasons for this, including industry shifts, labor shortages, changing priorities, new working arrangements, and general dislike and discontent for work. Many people are also looking for workplaces that prioritize diversity, equity, and inclusion. Table of Contents [\[Open\]](javascript:;)[\[Close\]](javascript:;) - [Valuable Lessons from The Great Resignation](#0-valuable-lessons-from-the-great-resignation-) - [What’s an Employee To Do?](#1-what%E2%80%99s-an-employee-to-do-) - [Tips for Leaders to Avoid The Great Resignation](#2-tips-for-leaders-to-avoid-the-great-resignation-) - [Tips for managers to become a better leader](#3-tips-for-managers-to-become-a-better-leader-) - [Conclusion](#4-conclusion-) - [Latest Post](#5-latest-post-) Studies indicate that 41% of team members are thinking of leaving their jobs in the next six months. That is a significant number and if it occurs, it can dramatically shape workplaces. You may be one of the 41%, or maybe you are a leader or manager worried about this massive turnover. Either way, open conversations about what’s happening and how to address it are necessary to have! On an episode of Let’s Humanize the Workplace, we talked about just this. Sitting down with host Vivian Acquah were guests - [Denise Cooper](https://www.linkedin.com/in/denisecooper/), founder and CEO of Remarkable Leadership Lessons; - [Cecilia “Cece” Leung](https://www.linkedin.com/in/ceceleung), founder and managing partner of The Entrepreneur CFO; - [Mark Herschberg](https://www.linkedin.com/in/hershey/), author of The Career Toolkit and an MIT Instructor. **Humanizing the Workplace: The Problem with HR** Our interest on this show, Let’s Humanize the Workplace, is—you guessed it!—humans. People matter. We want workplaces that are inclusive and allow each person to show up as their individual selves to do their best work. And it’s precisely because we have *not* humanized the workplace that so many people are leaving. So, is HR to blame for the Great Resignation? In part, yes. As Denise Cooper pointed out, HR hasn’t really changed for about 100 years. The department exists to protect the company from bad managers. It’s process-driven, only focused on hiring people and retaining them. Mark Herschberg tends to agree, saying that we are only good at measuring obvious outputs like revenue or other benchmarks. Human capital is much harder to capture and understand. Sometimes, diversity, equity, and inclusion (DEI) get left to the side because they are not as straightforward as sales reports numbers. ### **Valuable Lessons from The Great Resignation** The Great Resignation has shone a light on a few issues in our workplaces. If 41% of the working population is considering leaving their position in the next six months, it’s important to analyze and understand *why.* Here are two of the lessons from the Great Resignation that our panelists discussed: - **Flexibility is key.** The companies that were able to survive and thrive during the pandemic are the ones that could pivot and make changes. They were able to support their employees to be flexible during challenging circumstances and retain staff instead of losing them to high turnover. - **Capacity for change and growth matters.** The resiliency of a workforce is measured by their ability to change and adapt. And if that’s not happening, leaders need to ask why. It could be that employees are burnt out and simply don’t have that resilience. The Great Resignation should be used as an “Aha!” moment by companies—a chance to evaluate how they’re doing and where they want to get to. Looking at how they managed the challenges of the pandemic is a great starting point. *“How can we ensure that as the world shift, and as change continues… How are you ensuring your organization is growing your capacity to adapt, change, and react?” -Denise Cooper* ### **What’s an Employee To Do?** Since so many employees are considering leaving their job, a lot of them are asking: *now what?* What is the next step for their career? March Herschberg encourages employees to be thinking about what they want in life. Not just in a job, but in life. What work-life balance do they want? And then, how does a career fit into that. In the last few decades, the question has always been: what do you want to be when you grow up? Graduating students are expected to choose a singular career and then move that direction. Instead, we need to think about the *life* we want and find a career that fits with it. People can start by asking themselves a few questions: - What **work-life balance** do you want? - Do you want to **work from home or in an office**? - What are your **values** outside of work hours? - Does **company culture** matter to you? - What did you **like and dislike in previous jobs**? - **Why do you want to leave** this position? (Get specific!) These questions can be a starting point for employees looking at what’s next for them. But sometimes the answer to them is to *stay put.* You might not like certain things about your job, but sometimes a single conversation or adaptation can make it better. *“People are just focusing on leaving where they are today. They are moving from, not moving to. But you always want to be going to a destination, not from a destination in life … Think about where you want to be in 5-10 years, and how this next job is going to take you towards that ultimate goal.” -Mark Herschberg* Once you know what you want and do some introspection, you can determine the next move. It might be to: - **Stay** in your current job and speak up to make things better. - **Change** jobs and pursue a different path. - **Build** up a side hustle before making the switch. - **Pursue** higher education or upskill yourself. The other important thing for employees to remember is that *there is no roadmap anymore.* That idea that there is only one path for your career? Not true! You might end up working in an industry that didn’t even exist until a few years ago. It’s precisely because there are so many opportunities out there that each person should invest in upskilling and identifying their transferable skills. This will open opportunities to pursue different things. Growing your network is equally important, as it can open doors for you as you look for your next move. *Leaders are also human. They cannot read your brain; they cannot read your mind. So, if you’re seeing something that you don’t like, ask them: Is there a budget to upskill? Is there a budget to train? Or what do I need to do to become X, Y, Z? Ask them and then see what happens.” -Vivian Acquah* ### **Tips for Leaders to Avoid The Great Resignation** “People don’t quit a company, they quit the manager.” This old saying gets tossed around quite a bit, and there is truth to it! Leaders and managers have a massive impact on their employees and have a lot of power to either positively or negatively influence an experience. Managers might be nervous about The Great Resignation and the fact that employees are seeking out better opportunities. But this is also an opportunity for them to learn, grow, and become a better leader. ### **Tips for managers to become a better leader** Here are a few tips for managers during this time: - **Focus on trust.** Without trust, there can be no open communication. And without communication, problems and issues don’t get resolved and employees will quit. - **Help employees achieve their goals.** Focus on helping every person have autonomy and ownership over their work. Empower people to do their best so that they feel like they belong and can contribute. - **Consider why people are working for you**. Is it about a paycheck? If it is, there’s always another job with more money. While the salary is important, you want employees who have more than one reason to stay at the job. - **Offer upskilling opportunities**: Growth is a powerful motivator, so encourage employees to upskill and improve their knowledge and abilities. It will benefit you and the company, but it also creates a more highly engaged employee. The Great Resignation is a learning opportunity for leaders and managers to step up. That statistic of 41% people wanting to leave their job does not have to become a reality in your workplace. If leaders take the time to evaluate, get curious, have open conversations, and make necessary changes—they can build a strong and happy workforce. *We hear about it all the time nowadays: communication is super important. We all know that! But the reason why people don’t communicate, cannot share, or be open about what’s really in their mind is because there’s no trust. -Cece Leung* ### **Conclusion** The Great Resignation not only sounds serious—it is serious. It has exposed a lot of flaws and challenges in the current system. It’s revealed discontentment, frustration, and negative workplace experiences. Employees are leaving because they are not fulfilled or diversity and inclusion are not prioritized. But this movement is also a Great Opportunity! It’s an opportunity for employees to evaluate what they really want in life, and how a career can help with that. But it’s also an opportunity for employers and leaders to learn and grow, making changes to improve the workplace and employee experience. We talk about all-things related to work, the workplace, and diversity, equity, and inclusion (DEI) on Let’s Humanize the Workplace. Make sure to check out the [YouTube channel](https://bit.ly/vlvYouTube) for more inspiring and important conversations. Also take a look at Vivian Acquah’s conference, [Amplify DEI](https://lead21.amplifydei.com/), to continue to expand your knowledge and amplify DEI in your workplace! **Watch this snippet by Trevor Noah** ### **Latest Post** - [Level UP DEI! 5 Practical Leadership Lessons To Activate In 2022](https://amplifydei.com/level-up-dei-2022/) - [The Good, the Bad, and the Ugly: Reflections on DEI in 2021](https://amplifydei.com/reflections-dei-2021/) - [Amplify DEI (Diversity, Equity & Inclusion): The Story, Inspiration, and Vision](https://amplifydei.com/amplify-dei-diversity-story-inspiration-vision/) ![author avatar](https://secure.gravatar.com/avatar/5c87cf45f8d0d438ec8cbeca6446bb31d55021e4b86b612a649ddcd91bb0e586?s=300&d=mm&r=g) Vivian Acquah Vivian Acquah CDE®, certified inclusion strategist, aims to support leaders with creating high-performance environments where inclusivity thrives. Guided by a clear vision of inclusion and empowerment, Vivian works to dismantle systemic barriers and create spaces for people to thrive. With a name that literally translates as ‘water’, Vivian has become a fire extinguisher in the field of inclusive environments. She has provided clients such as Heineken, Nike, LinkedIn, Google, Indeed, Deloitte, Danone, Cargill, Swift, Acrolinx, KLM and Zalando with tangible strategies for embracing inclusive change. [See Full Bio](https://amplifydei.com/author/vivian/) [ ](https://amplifydei.com/author/vivian/) **Categories:** Amplify DEI, Blog EN **Tags:** Amplify DEI, Better leader, Cece Leung, DEI, Denise Cooper, diversity, equality, Great Resignation, HR, human resources, leader, leadership, Linkedin, linkedin live, manager, Mark Herschberg, Talent leaving, Turnover, Vivian Acquah, work --- ### [Empowering Black Women During Black History Month](https://amplifydei.com/empowering-black-women-during-black-history-month/) **Published:** March 13, 2022 **Author:** Vivian Acquah **Content:** [![The Role of Inclusive Workshop Facilitator in Transforming Teams]()](https://amplifydei.com/workshop-facilitator-transforming-teams/) ## [The Role of Inclusive Workshop Facilitator in Transforming Teams](https://amplifydei.com/workshop-facilitator-transforming-teams/) What does it take for a group of people to truly work together at their best? It’s not about simply putting them in a room and hoping for the best. It’s about creating an environment where ideas are shared openly, communication flows freely, and decisions are made... **Categories:** Amplify DEI, Blog, Blog EN **Tags:** Amplify DEI, Better leader, bias, Black woman, Black woman in the workplace, Black Women, Black women in the workplace, DEI, diversity, equality, HR, human resources, Intersectionality, Jackye Clayton, leader, leadership, Linkedin, linkedin live, manager, Sertrice Grice, Sharnette Donacien, Talent leaving, Turnover, unconscious bias, Vivian Acquah, work --- ### [Powerful Employee Resource Groups (ERGs): Driving Organizational Success](https://amplifydei.com/active-employee-resource-groups/) **Published:** August 22, 2023 **Author:** Vivian Acquah **Content:** Organizations continuously seek new approaches to enhance performance and productivity in the fast-paced business landscape, where adaptability and innovation are crucial for maintaining competitiveness. They are constantly on the lookout for strategies that not only enhance their bottom line but also foster a conducive and inclusive work environment. Amid these myriad strategies, one has emerged and steadily gained prominence due to its multifaceted benefits – the implementation of Employee Resource Groups (ERGs). Often employee-led and voluntarily formed, these groups have become a cornerstone in shaping an organization’s culture and driving its performance. As I delve deeper into this topic, you will explore the concept of ERGs, their benefits to an organization, and how they have become pivotal in the modern business landscape. ## **What are ERGs, and How Do They Benefit Organizations?** ERGs are voluntary, employee-led groups that foster a diverse, inclusive workplace aligned with organizational mission, values, goals, business practices, and objectives. They bring together employees who share characteristics, experiences, or interests, such as gender, race, religion, sexual orientation, or professional aspirations. Employee Resource Groups offer a plethora of benefits to organizations. They provide a platform for employees to voice their concerns, suggest ideas, and directly contribute to organizational policies. ERGs can also aid in talent acquisition, retention, and development, as they demonstrate the organization’s commitment to diversity, equity, and inclusion. Furthermore, ERGs can help improve customer insights and innovation by bringing diverse perspectives to the table. ## **Examples of Successful Employee Resource Groups** Successful Employee Resource Groups (ERGs) have significantly contributed to their organizations in the corporate landscape. For example, at [TIBCO](https://www.tibco.com/social-sustainability-initiatives), the BLADE ERG focuses on employees who identify themselves as Black, Latinx, and Allies driving Equity. They provide opportunities for growth, mentorship, empowerment, community-building, and innovation through educational programming and resources. Comcast NBCUniversal’s Veterans Network helps [military veterans](https://corporate.comcast.com/stories/serving-those-who-served-comcast-nbcuniversal-national-hire-a-veteran-day) transition into the corporate world and drive innovation. American Express Women’s Interest Network (WIN) ERG advances [women](https://www.americanexpress.com/en-us/careers/inclusion-and-diversity/index.html/) through professional development, mentorship, and networking. Employee Resource Groups, when effectively implemented, contribute to organizational success and foster diversity, equity, and inclusivity. ## **Research and Data Supporting ERGs** The research underscores the importance of active ERGs in driving organizational success. A [Boston Consulting Group study](https://www.bcg.com/publications/2018/how-diverse-leadership-teams-boost-innovation) found that companies with above-average diversity scores reported 19% higher innovation revenues. Moreover, a [McKinsey](https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-wins-how-inclusion-matters) report revealed that companies in the top quartile for racial and ethnic diversity are 35% more likely to have financial returns above their respective national industry medians. ## **Building and Maintaining an Effective ERG Program** Creating an effective Employee Resource Group involves clear goal setting, securing executive sponsorship, providing resources, and ensuring open communication channels. It’s crucial to regularly review and adjust the group’s objectives to align with the organization’s strategic goals. Celebrating small wins and acknowledging individual contributions can help maintain motivation and engagement. ## **Addressing Concerns and Challenges** Despite the numerous advantages, implementing ERGs can pose challenges. Some potential issues include lack of participation, resistance from management, or tokenism. These can be mitigated by positioning ERGs as strategic business partners, ensuring leadership buy-in, and promoting genuine, active participation rather than mere representation. ## **The Importance of Recognizing ERG Members’ Efforts Financially** Employee Resource Group members are pivotal in driving diversity, inclusion, and equity within organizations. Their work often extends beyond their regular job roles, contributing to a nurturing work environment that values diverse perspectives and experiences. Despite these significant contributions, ERG members are frequently not compensated for this additional, impactful work. Recognizing their efforts through appropriate compensation is crucial. For instance, companies like Intel provide financial rewards to ERG leaders and members for their contributions toward the company’s diversity and inclusion goals. Similarly, Autodesk has an ERG Annual Appreciation Bonus for ERG leads. Autodesk is granting their global ERG leads an appreciation bonus of $10,000, or the local currency equivalent. [LinkedIn](https://www.shrm.org/resourcesandtools/hr-topics/behavioral-competencies/global-and-cultural-effectiveness/pages/linkedin-to-give-global-erg-co-chairs-10000-yearly.aspx#:~:text=LinkedIn%20is%20joining%20the%20short,of%20their%20two%2Dyear%20terms.) is compensating their 20 ERG co-chairs $10,000 for each year of their two-year terms. These practices not only validate the value of ERGs but also foster continued commitment while demonstrating the organization’s dedication to diversity, equity and inclusion. Acknowledging ERG members’ work through appropriate compensation is an important step toward ensuring the sustainability and effectiveness of these groups. ## **ERGs in the Current Social and Political Climate** In the current social and political climate, where calls for equity and social justice are more potent than ever, Employee Resource Groups play a pivotal role. They provide a space for dialogue, understanding, and action, helping organizations to respond effectively and empathetically to these pressing issues. ## **Conclusion: Call to Action** In conclusion, active ERGs are a powerful tool for enhancing organizational performance. They foster a culture of inclusivity, drive innovation, and contribute to better business outcomes. As we navigate the complexities of the modern workplace, it’s time for organizations to prioritize ERGs and promote active participation. Let’s harness the power of diversity and turn our workplaces into vibrant, inclusive, and high-performing communities. ### **Need support in Amplifying DEI from within?** ![Amplify DEI Cards](https://amplifydei.com/wp-content/uploads/2023/01/Amplify-DEI-Self-Team-Cards-1-1024x576.jpg "- Amplify DEI")The [Amplify DEI Card decks](https://card.amplifydei.com/) are designed to support you in creating more inclusive environments and encouraging conversation. Increase your self and team awareness with the [Amplify DEI Cards](https://card.amplifydei.com/). [***Click here to learn more about the Amplify DEI Cards***](https://card.amplifydei.com/). ### **Latest Post** [The Importance of Inclusive Office Design – Combating Exclusion & Boosting Employee Engagement](https://www.linkedin.com/pulse/importance-inclusive-office-design-combating-vivian-acquah-cde-/?trackingId=gD4xcydvTS6xv2UqJNO1dA%3D%3D) [Ageism in the Spotlight: Lessons from the Tina Turner Documentary](https://www.linkedin.com/pulse/ageism-spotlight-lessons-from-tina-turner-documentary-acquah-cde-/) - [The Role of Inclusive Workshop Facilitator in Transforming Teams](https://amplifydei.com/workshop-facilitator-transforming-teams/) - [The Role of Male Allies: A Conversation on Inclusive Leadership and Cultural Intelligence](https://amplifydei.com/the-role-of-male-allies/) - [How Courageous Leadership Boosts Innovation](https://amplifydei.com/how-courageous-leadership-boosts-innovation/) - [Powerful Employee Resource Groups (ERGs): Driving Organizational Success](https://amplifydei.com/active-employee-resource-groups/) - [Stripe’s Best Practices for Employee Layoff: A Blueprint for Psychological Safety](https://amplifydei.com/stripe-best-practices-for-employee-layoff/) ![author avatar](https://secure.gravatar.com/avatar/5c87cf45f8d0d438ec8cbeca6446bb31d55021e4b86b612a649ddcd91bb0e586?s=300&d=mm&r=g) Vivian Acquah Vivian Acquah CDE®, certified inclusion strategist, aims to support leaders with creating high-performance environments where inclusivity thrives. Guided by a clear vision of inclusion and empowerment, Vivian works to dismantle systemic barriers and create spaces for people to thrive. With a name that literally translates as ‘water’, Vivian has become a fire extinguisher in the field of inclusive environments. She has provided clients such as Heineken, Nike, LinkedIn, Google, Indeed, Deloitte, Danone, Cargill, Swift, Acrolinx, KLM and Zalando with tangible strategies for embracing inclusive change. [See Full Bio](https://amplifydei.com/author/vivian/) [ ](https://amplifydei.com/author/vivian/) **Categories:** Amplify DEI, Blog, Blog EN, export, Podcast **Tags:** Amplify DEI, board of directors, Certified Diversity Executive, Chat GPT, Company Culture, different departments, diversity, Diversity Equity Inclusion, employment practices, equity, ERG, ERGs, facilitator, human resources, humanizetheworkplace, inclusion, intersection, leader, leaders, Let's Humanize the Workplace, manager, managers, popular culture, positive feedback, psychological safety, resilience, reskill, respect, separation, skills, strengths, stress, termination process, trainer, upper management, Vivian Acquah, workplace culture, workplace wellness --- ### [7 Attractive Benefits of DEI Coaching for Organizations](https://amplifydei.com/7-benefits-of-dei-coaching-for-organizations/) **Published:** September 19, 2022 **Author:** Vivian Acquah **Content:** Diversity, equity, and inclusion (DEI) are principles that are becoming increasingly important in the business world. A DEI commitment can help businesses attract and retain top talent, foster a positive work environment, and stay ahead of the curve on social and political issues. In addition, DEI coaching can be a powerful tool for businesses that want to prioritize DEI within their organizations. ### **What is DEI Coaching?** DEI coaching is a type of coaching that helps [organizations](http://Wikipedia) to promote diversity, equity, and inclusion within their business. DEI coaches work with organizations to assess their current state of DEI, set goals for improvement, and create action plans for how to achieve those goals. Creating inclusive environments isn’t easy. It takes a lot of attention to detail and careful planning. But, when done right, it can be hugely beneficial for organizations. DEI coaches can help with this process. This includes but is not limited to: - create engaging learning resources related to diversity, equity and inclusion; - providing training on unconscious bias, microaggressions, and allyship; - facilitating difficult conversations about race, gender, sexuality, and other forms of identity; - developing policies and procedures that promote equity across the organization. ### **Benefits of DEI Coaching** There are many benefits to working with a DEI coach, including: 1. Increased productivity: Employees who feel like they belong at their workplace are more engaged and productive. Creating an inclusive environment requires ongoing effort, but the payoffs are significant. 2. Improved recruitment and retention: A commitment to DEI can help businesses to attract top talent from a broader range of backgrounds. Employees who feel valued and included are also more likely to stick around long-term. 3. Enhanced reputation: Customers and clients are increasingly interested in working with businesses that share their values. Making a public commitment to DEI can help companies to build trust with their stakeholders. 4. Greater understanding: One of the essential roles of a DEI coach is to educate employees about the importance of diversity, equity, and inclusion. By increasing understanding within the organization, businesses can lay the groundwork for long-lasting change. 5. Achieve diversity goals. Organizations that are committed to diversity, equity, and inclusion (DEI) can benefit greatly from DEI coaching. DEI coaching is a process through which an organization can work with a trained coach to assess their current state of DEI, set goals for improvement, and create and implement a plan to achieve those goals. 6. Create a more inclusive workplace. One of the primary benefits of DEI coaching is that it can help organizations create a more inclusive workplace. A workplace that is inclusive of all employees, regardless of their race, gender, ethnicity, or other backgrounds, is one that is more likely to be productive and successful. 7. Improve the bottom line. DEI coaching can also help organizations improve their bottom line. Numerous studies have shown that organizations with diverse and inclusive workplaces are more profitable than those without. Therefore, by investing in DEI coaching, organizations can not only do good by creating a more just and equitable workplace but also improve their financial performance. ### **Conclusion** DEI coaching is a beneficial tool for any organization that prioritizes diversity, equity, and inclusion within its workplace. A DEI coach can help assess where the business is currently falling short and develop an action plan for moving forward. Working with a DEI coach improves productivity, recruitment, and retention and enhances reputation. If your organization is interested in hiring a DEI coach, look for someone with experience in intersectionality and inspiring people towards action. It’s essential to find someone you trust. An effective DEI coach will have empathy, compassion, and the skills necessary to help you, your people, and your organization thrive. In addition, they can help you identify your organization’s goals and create a plan to achieve them. If you have questions about DEI coaching, [contact me](https://amplifydei.com/contact-vivian/) to see how I can help you. [![Amplify DEI Cards](https://amplifydei.com/wp-content/uploads/2023/01/Amplify-DEI-Self-Team-Cards-1-1024x576.jpg "- Amplify DEI")](https://card.amplifydei.com/)**Need support in Amplifying DEI from within?** The [Amplify DEI Card decks](https://card.amplifydei.com/) are designed to support you in creating more inclusive environments and encouraging conversation. Increase your self and team awareness with the [Amplify DEI Cards](https://card.amplifydei.com/). ***[Click here to learn more about the Amplify DEI Cards](https://card.amplifydei.com/)***. ### **Related blogs** - [Empowering Black Women During Black History Month](https://amplifydei.com/empowering-black-women-during-black-history-month/) - [The Great Resignation: How Employees and Managers Should Respond](https://amplifydei.com/the-great-resignation/) - [Amplify DEI (Diversity, Equity & Inclusion): The Story, Inspiration, and Vision](https://amplifydei.com/amplify-dei-diversity-story-inspiration-vision/) ![author avatar](https://secure.gravatar.com/avatar/5c87cf45f8d0d438ec8cbeca6446bb31d55021e4b86b612a649ddcd91bb0e586?s=300&d=mm&r=g) Vivian Acquah Vivian Acquah CDE®, certified inclusion strategist, aims to support leaders with creating high-performance environments where inclusivity thrives. Guided by a clear vision of inclusion and empowerment, Vivian works to dismantle systemic barriers and create spaces for people to thrive. With a name that literally translates as ‘water’, Vivian has become a fire extinguisher in the field of inclusive environments. She has provided clients such as Heineken, Nike, LinkedIn, Google, Indeed, Deloitte, Danone, Cargill, Swift, Acrolinx, KLM and Zalando with tangible strategies for embracing inclusive change. [See Full Bio](https://amplifydei.com/author/vivian/) [ ](https://amplifydei.com/author/vivian/) **Categories:** Amplify DEI, Blog, Blog EN, export **Tags:** belonging, Coaching, DEI, DEI Coach, DEI Coaching, diversity, human resources, humanizetheworkplace, inclusion, leader, leadership, manager, Vivian Acquah, workplace wellness --- ## Pages ### [Vivian Acquah - Amplify DEI](https://amplifydei.com/) **Published:** September 11, 2023 **Author:** nl_pwrtlx **Content:** # Amplify Performance [Activate The Inclusion Journey](https://amplifydei.com/training/) Founded by Vivian Acquah, CDE®, Amplify DEI aims to support leaders with creating high-performance environments where inclusivity thrives. Guided by a clear vision of inclusion and empowerment, Amplify DEI works to dismantle systemic barriers and create spaces for people to thrive. Central to its ethos is the belief that inclusion isn’t just an initiative; it is a sustained, transformational process that cultivates trust, well-being, and sustainable growth. ![](https://amplifydei.com/wp-content/uploads/2023/09/Amplify-DEI-3.jpg "Amplify DEI (3) - Amplify DEI") # **Frequent Asked Amplify DEI Training Topics** [![Workshop facilitation workshop facilitation workshop facilitation workshop facilitation workshop facilitation workshop facilitation.](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Workshop-Facilitation.png "Inclusive Workshop Facilitation Vivian Acquah - Amplify DEI")](https://amplifydei.com/project/workshop-facilitation/) **Inclusive Workshop Facilitation** helps teams with effective collaboration and activating high performance. [![Workshop facilitation workshop facilitation workshop facilitation workshop facilitation workshop facilitation workshop facilitation.](https://amplifydei.com/wp-content/uploads/2025/03/Amplify-Empathy-with-VR-1.png "Amplify Empathy with VR Virtual Reality Vivian Acquah Inclusion Diversity High Performance - Amplify DEI")](https://amplifydei.com/project/empathy-virtual-reality/) **Amplify Empathy with VR training** uses the most advanced tech to create a safe and effective learning environment. [![Workshop facilitation workshop facilitation workshop facilitation workshop facilitation workshop facilitation workshop facilitation.](https://amplifydei.com/wp-content/uploads/2025/03/Amplify-Inclusive-Leadership.png "Amplify Inclusive Leadership - Amplify DEI")](https://amplifydei.com/project/inclusive-leadership/) **Amplify Inclusive Leadership training** enables participants to embrace the core principles of inclusive leadership. [![Workshop facilitation workshop facilitation workshop facilitation workshop facilitation workshop facilitation workshop facilitation.](https://amplifydei.com/wp-content/uploads/2025/03/Mitigate-Your-Unconscious-Bias.png "Mitigate Your Unconscious Bias - Amplify DEI")](https://amplifydei.com/project/mitigate-unconscious-bias/) **Mitigate Unconscious Bias** is a training designed to help participants understand how unconscious biases can harm inclusion. ![Vivian Acquah - Home](https://amplifydei.com/wp-content/uploads/2023/09/DSC03756-Vivian-Acquah-scaled.jpg "Vivian Acquah - Home - Amplify DEI") Vivian’s professional trajectory is a testament to the principles that Amplify DEI embodies. Before becoming a Certified Inclusion Strategist, Vivian spent years in finance and IT consulting, honing her business acumen and analytical skills. However, witnessing the persistent inequities in corporate structures fueled her resolve to foster meaningful change. Leaving her corporate career behind, she committed herself to becoming a champion for inclusion, equipping leaders and their teams with the tools and strategies needed to break down barriers and amplify performance. With a name that literally translates as ‘water’, Vivian has become a fire extinguisher in the field of inclusive environments. She has provided clients such as Heineken, LinkedIn, Google, Indeed, Deloitte, Danone, Cargill, Swift, Acrolinx, KLM and Zalando with tangible strategies for embracing inclusive change. ## About Vivian Acquah CDE® ![Vivian Acquah Amplify DEI Cards Favicon (1)](https://amplifydei.com/wp-content/uploads/2023/10/Vivian-Acquah-Amplify-DEI-Cards-Favicon-1.png "Vivian Acquah Amplify DEI Cards Favicon (1) - Amplify DEI") - [Follow](https://www.linkedin.com/in/vivianacquah/ "Follow on LinkedIn") - [Follow](https://www.youtube.com/channel/UCo4cAvhxT4RKS1UJWckRDhw?sub_confirmation=1 "Follow on Youtube") - [Follow](https://open.substack.com/pub/globalinclusioninpractice/p/introduction-walking-together-on?r=27brkm&utm_campaign=post&utm_medium=web "Follow on Spotify") ## **Vivian Acquah in the Media** [![Vivian Acquah in de media](https://amplifydei.com/wp-content/uploads/2025/03/Vivian-Acquah-in-the-Media.png "Vivian Acquah in the Media - Amplify DEI")](https://www.bnr.nl/podcast/werkverkenners/10498430/met-vr-bewustzijn-rond-diversiteit-en-inclusie-verhogen) ## Services All Services  #### Public Speaker Delivering keynotes, training and workshops on inclusion and employee sustainability.  #### Inclusion Coach/Consult Inclusion coaching/ consulting on taking the best steps to improve employee sustainability and inclusion in your organisation and then turning these into action.  #### Fractional Inclusion Strategist Partner with Vivian Acquah as your Fractional Inclusion Strategist to drive cultural transformation and foster inclusivity in your organization. Start creating meaningful change today! ## Vivian Acquah: “Organizations seeking to foster an empowering culture may need to reexamine and remodel their traditional hierarchies into more inclusive, participative structures” – FastCompany ![Diversiteit gelijkwaardigheid inclusie Vivian Acquah](https://amplifydei.com/wp-content/uploads/2023/09/Diversiteit-gelijkwaardigheid-inclusie-Vivian-Acquah.png "Diversiteit gelijkwaardigheid inclusie Vivian Acquah - Amplify DEI")  ## I am thrilled to recommend Vivian Acquah, who has been an invaluable advisor on my inclusion journey and in elevating the Europe Employee Resource Group within Philips. ## Vivian’s expertise and passion for Inclusion are unmatched. ## Katekani Mabasa Global M&A Finance Lead @Philips ![](https://amplifydei.com/wp-content/uploads/2023/09/Clients-Amplify-DEI-Presentation-169-1920-×-540-px-1.jpg "Clients Amplify DEI (Presentation (169)) (1920 × 540 px) (1)") # Ready To Activate Inclusion? [Click here for more information](https://fill.formnx.com/f/17pf12) ## What is diversity, equity and inclusion? #### What is diversity, equity and inclusion? Diversity refers to the presence and recognition of differences among people within a group, organization, or society. Equity is the principle of fairness and justice in how people are treated and how resources and opportunities are distributed. Inclusion means fostering an environment where diverse voices are heard, valued, and integrated. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/)! Unlock the power of collaboration, drive innovation, and create a thriving high-performance culture. Don’t wait – empower your team today! #### Why is belonging considered a crucial part of DEI initiatives? Belonging is considered a crucial part of diversity, equity, and inclusion (DEI) initiatives because it addresses the fundamental human need to feel accepted, valued, and connected within a group or organization. While diversity ensures representation, equity provides fairness, and inclusion creates opportunities for participation. Belonging is the emotional outcome where individuals feel genuinely welcomed and secure in being their authentic selves. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/)! Unlock the power of collaboration, drive innovation, and create a thriving high-performance culture. Don’t wait – empower your team today! #### What are the key differences between equality and equity in DEI efforts? Focusing only on equality can overlook or even reinforce existing inequalities, as it fails to address the unique barriers some individuals face. Equity, by contrast, acknowledges these differences and actively works to remove obstacles, making DEI initiatives more effective and just Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/)! Unlock the power of collaboration, drive innovation, and create a thriving high-performance culture. Don’t wait – empower your team today! #### Why is tailored support more effective than uniform resources in DEI efforts? Tailored support is more effective than uniform resources in DEI efforts because it directly addresses the unique barriers and challenges that individuals and groups face, ensuring everyone has a fair opportunity to succeed. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/)! Unlock the power of collaboration, drive innovation, and create a thriving high-performance culture. Don’t wait – empower your team today! #### How does equity address systemic barriers that equality overlooks in DEI? Equity addresses systemic barriers that equality often overlooks in DEI efforts by moving beyond a one-size-fits-all approach and focusing on the unique challenges and disadvantages certain groups face due to ingrained societal and organizational structures. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/)! Unlock the power of collaboration, drive innovation, and create a thriving high-performance culture. Don’t wait – empower your team today! #### In what ways can DEI promote systemic change beyond organizational policies? DEI promotes systemic change beyond organizational policies by transforming culture, centering marginalized voices, addressing structural barriers, driving community impact, using data for continuous improvement, rejecting performative actions, and aligning with human rights principles. This holistic approach enables organizations to be catalysts for equity and inclusion not only within their walls but across society Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/)! Unlock the power of collaboration, drive innovation, and create a thriving high-performance culture. Don’t wait – empower your team today! #### Amplify DEI **VAT** NL864165365B01 **KVK** 86978217 #### Contact [info@amplifydei.com](mailto:info@amplifydei.com?subject=Contact%20site%20Vivian%20Acquah) #### Follow Amplify DEI - [Follow](https://www.linkedin.com/in/vivianacquah/ "Follow on LinkedIn") - [Follow](https://www.youtube.com/channel/UCo4cAvhxT4RKS1UJWckRDhw?sub_confirmation=1 "Follow on Youtube") - [Follow](https://open.substack.com/pub/globalinclusioninpractice/p/introduction-walking-together-on?r=27brkm&utm_campaign=post&utm_medium=web "Follow on Spotify") --- ### [Training](https://amplifydei.com/training/) **Published:** September 25, 2023 **Author:** nl_pwrtlx **Content:** ## Inclusion Training [![Amplify Empathie met VR - BNR Radio Rens de Jong Vivian Acquah Anita Abaisa dr Marcia Goddard](https://amplifydei.com/wp-content/uploads/2025/03/Amplify-Empathy-with-VR-1-300x169.png "Amplify Empathy with VR Virtual Reality Vivian Acquah Inclusion Diversity High Performance - Amplify DEI")](https://amplifydei.com/project/empathy-virtual-reality/) #### **Amplify Empathy with Virtual Reality** The Amplify Empathy with Virtual Reality training uses the most advanced technology to create a safe, supportive and effective learning environment. [![Workshop facilitation workshop facilitation workshop facilitation workshop facilitation workshop facilitation workshop facilitation.](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Workshop-Facilitation.png "Inclusive Workshop Facilitation Vivian Acquah - Amplify DEI")](https://amplifydei.com/project/workshop-facilitation/) **Empowering Leadership with Cultural Intelligence** is a dynamic and interactive workshop designed to equip leaders with the skills and strategies needed to navigate cultural differences and foster inclusive, high-performing teams. [![A cartoon woman sits in front of a blue wall with chairs and a yellow light.](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Hiring.png "Inclusive Hiring Vivian Acquah - Amplify DEI")](https://amplifydei.com/project/inclusive-hiring/) Transform your team’s approach to innovation. Our **Design Thinking workshops** provide interactive, hands-on formats that equip your teams with the mindset and tools to tackle genuine business challenges. [![Amplify Empathie met VR - BNR Radio Rens de Jong Vivian Acquah Anita Abaisa dr Marcia Goddard](https://amplifydei.com/wp-content/uploads/2026/01/Cultural-Intelligence-CQ-for-Teams.jpg "Cultural Intelligence CQ for Teams - Amplify DEI")](https://amplifydei.com/project/cultural-intelligence-for-teams/) #### **Cultural Intelligence for Teams** Turn team differences into strengths with our cultural intelligence training. It’s a research-based framework designed to foster effective collaboration. [![Workshop facilitation workshop facilitation workshop facilitation workshop facilitation workshop facilitation workshop facilitation.](https://amplifydei.com/wp-content/uploads/2026/01/Empowering-Leadership-with-Cultural-Intelligence.jpg "Empowering Leadership with Cultural Intelligence CQ Vivian Acquah - Amplify DEI")](https://amplifydei.com/project/psychological-safety-for-leaders/) **Empowering Team Leaders with Cultural Intelligence** is a dynamic and interactive workshop designed to equip leaders with the skills and strategies needed to navigate cultural differences and foster inclusive, high-performing teams. [![A cartoon woman sits in front of a blue wall with chairs and a yellow light.](https://amplifydei.com/wp-content/uploads/2026/02/Design-Thinking.jpg "Design Thinking - Amplify DEI")](https://amplifydei.com/project/experience-design-thinking/) **Experience Design Thinking** Our Design Thinking workshops provide interactive, hands-on formats that equip your teams with the mindset and tools to tackle genuine business challenges. [![Amplify Empathie met VR - BNR Radio Rens de Jong Vivian Acquah Anita Abaisa dr Marcia Goddard](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-Training-for-Teams-scaled.jpg "Psychological Safety Training for Teams Vivian Acquah - Amplify DEI")](https://amplifydei.com/project/psychological-safety-training-for-teams/) #### **Psychological Safety Training for Teams** This is an engaging and practical workshop designed to help teams build trust, improve communication, and create a culture where everyone thrives. [![Workshop facilitation workshop facilitation workshop facilitation workshop facilitation workshop facilitation workshop facilitation.](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-for-Leaders-scaled.jpg "Psychological Safety for Leaders Vivian Acquah - Amplify DEI")](https://amplifydei.com/project/psychological-safety-for-leaders/) **Psychological Safety for Leaders** is an engaging and practical workshop designed to equip leaders, executives, and managers with strategies to create a culture where individuals feel safe to speak up, take risks, and contribute their best ideas. [![A cartoon woman sits in front of a blue wall with chairs and a yellow light.](https://amplifydei.com/wp-content/uploads/2026/02/Strategy-Workshop.jpg "Strategy Workshop - Amplify DEI")](https://amplifydei.com/project/strategy-workshop-align-your-team/) **Strategy Workshop** This tailored strategy workshop is designed to align your team, define clear priorities, and create an actionable roadmap for success. [![Amplify Inclusief Leiderschap Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/03/Amplify-Inclusive-Leadership-300x169.png "Amplify Inclusive Leadership - Amplify DEI")](https://amplifydei.com/project/inclusive-leadership/) #### **Amplify Inclusive Leadership** The Amplify Inclusive Leadership training is an in-depth training that focuses on enabling participants to master the core principles of inclusive leadership in today’s diverse business landscape. [![](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Language-at-Work-presentation.png "Inclusive Language at Work Vivian Acquah Amplify DEI - Amplify DEI")](https://amplifydei.com/project/inclusive-language/) **Inclusive Language** Language shapes how we see the world and interact with others. The words we use can connect or divide us. This training shows how small changes in language can foster a more inclusive and respectful workplace. [![Amplify Authentiek Allyship Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/Activating-Neuroinclusive-Leadership-Vivian-Acquah-Amplify-DEI.png "Activating Neuroinclusive Leadership Vivian Acquah Amplify DEI - Amplify DEI")](https://amplifydei.com/project/activating-neuroinclusive-leadership/) #### ****Activating Neuroinclusive Leadership**** #### The training **Activating Neuroinclusive Leadership** offers a rich and immersive exploration of how neurodiversity can be effectively integrated into leadership practices. [![Amplify Empathie met VR - BNR Radio Rens de Jong Vivian Acquah Anita Abaisa dr Marcia Goddard](https://amplifydei.com/wp-content/uploads/2025/05/Inclusion-Coaching-Vivian-Acquah.png "Inclusion Coaching, Vivian Acquah, DEI Coaching, Inclusion Coach, DEI Coach - Amplify DEI")](https://amplifydei.com/project/inclusion-coaching/) #### **Ignite Inclusion Coaching** Providing leaders and inclusion professionals with inclusion coaching is the key to collaborating with them to achieve inclusive leadership at the highest possible level of their organisations. [![Amplify Inclusief Leiderschap Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/03/Embracing-Neurodiversity-at-Work.png "Embracing Neurodiversity at Work - Amplify DEI")](https://amplifydei.com/project/embracing-neurodiversity-at-work/) #### **Embracing Neurodiversity at Work** During this insightful session, you will discover the many benefits that a neurodiverse work environment can offer. Unlock creativity, drive innovation, and boost team productivity. [![Amplify Authentiek Allyship Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/03/Amplify-Authentic-Allyship-300x169.png "Amplify Authentic Allyship Vivian Acquah - Amplify DEI")](https://amplifydei.com/project/authentic-allyship/) #### **Amplify Authentic Allyship** The Amplify Authentic Allyship Training is a powerful program designed to empower people to promote a culture of inclusion in their organizations. [![Amplify DEI Self & Team Cards](https://amplifydei.com/wp-content/uploads/2023/09/Amplify-DEI-Self-Team-Cards-1.jpg "Amplify DEI Self & Team Cards #1 - Amplify DEI")](https://card.amplifydei.com/) [![Navigeer Door Moedige Gesprekken Voor Productieve Resultaten - Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/03/Navigating-Courageous-Conversations-For-Productive-Results-300x169.png "Navigating Courageous Conversations For Productive Results - Amplify DEI")](https://amplifydei.com/project/courageous-conversations/) #### Navigating Courageous Conversations For Productive Results The Navigating Courageous Conversations For Productive Results training goes beyond just teaching communication skills to employees and managers. [![Amplify Inclusief Leiderschap Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/03/Deactivate-Microaggressions-at-Work-300x169.png "Deactivate Microaggressions at Work - Amplify DEI")](https://amplifydei.com/project/deactivate-microaggressions/) #### **Deactivate Microaggressions** ‘Deactivate Microaggressions at Work’ training is a crucial tool for transforming workplaces into environments where respect and appreciation for inclusion are the norm. [![Mitigeer Jouw Unconscious Bias Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/03/Mitigate-Your-Unconscious-Bias-300x169.png "Mitigate Your Unconscious Bias - Amplify DEI")](https://amplifydei.com/project/mitigate-unconscious-bias/) #### **Mitigate Your Unconscious Bias** This training is a transformative training that has been specially designed to help participants gain a better understanding of how unconscious biases can negatively influence inclusion. [![Cultural Intelligence - Culturele Intelligentie Training Vivian Acquah](https://amplifydei.com/wp-content/uploads/2023/09/Cultural-Intelligence-Culturele-Intelligentie-Training-Vivian-Acquah.jpg "Cultural Intelligence - Culturele Intelligentie Training Vivian Acquah - Amplify DEI")](https://amplifydei.com/project/cultural-intelligence/) #### **Cultural Intelligence** The Cultural Intelligence training was designed with the needs of employees and teams to overcome cultural differences in mind. The goal is to provide you with tools to understand and appreciate different cultures. [![Effectieve Employee Resource Groepen (ERG's): De Motor Achter Organisatorisch Succes](https://amplifydei.com/wp-content/uploads/2023/09/Employee-Resource-Groups.jpg "Effectieve Employee Resource Groepen (ERG's): De Motor Achter Organisatorisch Succes - Amplify DEI")](https://amplifydei.com/project/employee-resource-groups/) #### Effective Employee Resource Groups (ERGs): The Driving Force Behind Organisational Success Employee Resource Groups (ERGs) are often voluntarily formed and run by employees. These groups have become a cornerstone in shaping the culture of an organisation and stimulating performance. [![NL Training Amplify DEI Hackathon Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/03/Amplify-Inclusion-Hackathon-300x169.png "Amplify Inclusion Hackathon - Amplify DEI")](https://amplifydei.com/project/amplify-dei-hackathon/) #### **Amplify Inclusion Hackathon** The Amplify Inclusion Hackathon utilises the power of design thinking – an innovative, systematic approach to problem solving that will revolutionise your inclusion strategy. [![Amplify Intersectionaliteit op Het Werk](https://amplifydei.com/wp-content/uploads/2025/03/Amplify-Intersectionality-in-the-Workplace-3-300x169.png "Amplify Intersectionality in the Workplace (3) - Amplify DEI")](https://amplifydei.com/project/intersectionality-at-work/) ### **Amplify Intersectionality in** ### **the Workplace** The goal of the Amplify Intersectionality in the Workplace training is to unravel this complexity by exploring intersectionality in the workplace in detail. [![Pump Up The Jam - DEI Professionals NL](https://amplifydei.com/wp-content/uploads/2025/05/Pump-Up-The-Jam-For-DEI-Professionals-300x169.png "Pump Up The Jam For DEI Professionals - Amplify DEI")](https://amplifydei.com/project/selfcare-dei-professionals/) #### **Pump Up The Jam Inclusion Changemakers** Pump Up The Jam for Inclusion Changemakers training has been compiled with care, using insights from various experts in the field of inclusion. [![Amplify Your Voice - Seat at The Table (2)](https://amplifydei.com/wp-content/uploads/2023/09/Amplify-Your-Voice-Seat-at-The-Table-2.jpg "Amplify Your Voice - Seat at The Table (2) - Amplify DEI")](https://amplifydei.com/project/amplify-your-voice/) #### **Amplify Your Voice – Seat @ The Table** The Amplify Your Voice – Seat at The Table Training has been thoughtfully designed to enable talent to advance in their careers and broaden their horizons. ![](https://amplifydei.com/wp-content/uploads/2025/05/Amplify-DEI-Clients.png "Amplify DEI Clients - Amplify DEI") # Services  #### Public Speaker Delivering keynotes, training and workshops on inclusion and employee sustainability.  #### Inclusion Coach/Consult Inclusion coaching/ consulting on taking the best steps to improve employee sustainability and inclusion in your organisation and then turning these into action.  #### Fractional Inclusion Strategist Partner with Vivian Acquah as your Fractional Inclusion Strategist to drive cultural transformation and foster inclusivity in your organization. Start creating meaningful change today! ## [If you are interested in inviting Vivian Acquah®](https://drthema.com/speaker-request-form/ "Speaker Request Form") [to provide a keynote, workshop, or training, please complete the speaker request form below.](https://drthema.com/speaker-request-form/ "Speaker Request Form") [Speaker Request Form](https://gozenforms.com/e2Zbc26ooKtuzzuY4FlG) ## Testimonials [](https://www.canva.com/design/DAEg95EQGN4/view?utm_content=DAFureTw5F0&utm_campaign=designshare&utm_medium=embeds&utm_source=link) ## What is an effective Inclusion Training? #### What is an effective DEI Training? An effective DEI (Diversity, Equity, and Inclusion) training is one that goes beyond surface-level awareness and compliance to drive meaningful, lasting change in attitudes, behaviors, and organizational culture. Elevate your team’s performance with[ our inclusion training](https://amplifydei.com/training/)! Unlock the power of collaboration, drive innovation, and create a thriving high-performance culture. Don’t wait – empower your team today! #### Who are the DEI experts in Europe? Several DEI (Diversity, Equity, and Inclusion) experts are recognized across Europe for their leadership, research, and practical impact in advancing inclusive workplaces and educational environments. [**Vivian Acquah**](https://amplifydei.com/), the certified inclusion strategist and founder of **[Amplify DEI](https://amplifydei.com/)**. Vivian aims to support leaders and their teams with creating high-performance environments where inclusion thrives. Supporting international organisations, while based in Amsterdam, The Netherlands. Elevate your team’s performance with[ our inclusion training](https://amplifydei.com/training/)! Unlock the power of collaboration, drive innovation, and create a thriving high-performance culture. Don’t wait – empower your team today! #### Who are the top DEI experts recognized by Europe's Diversity Leaders? Europe’s Diversity Leaders recognizes organizations, not individuals, but within these award-winning companies and networks, leading DEI experts. [**Vivian Acquah**](https://amplifydei.com/), the certified inclusion strategist and founder of **[Amplify DEI](https://amplifydei.com/)**. Vivian aims to support leaders and their teams with creating high-performance environments where inclusion thrives. Supporting international organisations, while based in Amsterdam, The Netherlands. Elevate your team’s performance with[ our inclusion training](https://amplifydei.com/training/)! #### Why is leadership commitment crucial for successful DEI training initiatives Without leadership commitment, DEI training is unlikely to achieve meaningful or sustainable results. Leaders drive the vision, allocate resources, and ensure DEI principles are integrated into every aspect of the organization Elevate your team’s performance with[ our inclusion training](https://amplifydei.com/training/)! #### What is an effective Inclusion Training? Effective inclusion training empowers employees to create a workplace where everyone feels valued and respected. By teaching practical skills to address bias and communicate inclusively, it fosters a diverse and equitable culture. The result is a more collaborative, innovative, and high-performing organisation. Elevate your team’s performance with[ our inclusion training](https://amplifydei.com/training/)! Unlock the power of collaboration, drive innovation, and create a thriving high-performance culture. Don’t wait – empower your team today! #### What key principles make DEI training truly effective and impactful? DEI training is most effective when it is tailored, interactive, ongoing, and supported by leadership, with a strong focus on psychological safety, practical application, and continuous measurement and improvement. Elevate your team’s performance with[ our inclusion training](https://amplifydei.com/training/)! Unlock the power of collaboration, drive innovation, and create a thriving high-performance culture. Don’t wait – empower your team today! #### Amplify DEI **VAT** NL864165365B01 **KVK** 86978217 #### Contact [info@amplifydei.com](mailto:info@amplifydei.com?subject=Contact%20site%20Vivian%20Acquah) #### Follow Amplify DEI - [Follow](https://www.linkedin.com/in/vivianacquah/ "Follow on LinkedIn") - [Follow](https://www.youtube.com/channel/UCo4cAvhxT4RKS1UJWckRDhw?sub_confirmation=1 "Follow on Youtube") - [Follow](https://open.substack.com/pub/globalinclusioninpractice/p/introduction-walking-together-on?r=27brkm&utm_campaign=post&utm_medium=web "Follow on Spotify") --- ### [Services](https://amplifydei.com/services/) **Published:** September 17, 2023 **Author:** nl_pwrtlx **Content:** # Services  #### Public Speaker Delivering keynotes, training and workshops related to creating high-performance environments where everyone feels valued, empowered, and able to thrive.  #### Inclusion Coach/Consult As a Certified Inclusion Strategist I specialise in breaking down systemic barriers to performance, offering customised solutions that tackle the specific challenges organisations encounter.  #### Fractional Inclusion Strategist Partner with Vivian Acquah as your Fractional Inclusion Strategist to drive cultural transformation and foster inclusivity in your organization. Start creating meaningful change today! ![Vivian Acquah, a woman in a purple dress and an African head wrap with ombre purple blue braids leaning on a railing](https://amplifydei.com/wp-content/uploads/2025/06/Vivian-Acquah-Inclusie-Strategist-Amplify-DEI-1.png "Vivian Acquah Inclusie Strategist Amplify DEI - Amplify DEI") ## Services As a committed advocate for inclusion, I, Vivian Acquah, devote my expertise to assisting organizations, HR managers, leaders, and teams to create inclusive environments. My work encompasses a broad spectrum of activities that aim to foster inclusivity and equity within the workplace.. From crafting **effective inclusion strategies** and **action plans** to overseeing the **recruitment** and **onboarding of diverse talent**, **I strive to embed inclusion principles into every facet of the organization’s operations**. I believe in fostering a culture of employee engagement where everyone feels valued, heard, and empowered to contribute their unique perspectives. My work also involves supporting **employees’ career growth,** ensuring everyone has **equal professional development opportunities**. I support organizations **to measure the impact of their inclusion programs**, providing them with valuable insights into their progress and areas for improvement. Equity and compliance are also central to my approach. I guide organizations to **uphold fair practices** and adhere to inclusion regulations in the workplace. I facilitate **courageous conversations**, **creating safe spaces** where individuals can express their thoughts and feelings openly and respectfully. I assist in developing or reactivating **Employee Resource Groups** (ERGs), **empowering employees to support each other** and **promote inclusion** within the organization. I also provide guidance on **authentic allyship**, helping individuals understand how to support their colleagues from underrepresented groups actively. To further **enhance organizational inclusion efforts**, I focus on **developing cultural agility** and preparing teams to work effectively across diverse cultural contexts. I also assist in **inclusion** **role management**, helping assign and manage inclusion roles within the organization effectively. I leverage the transformational power of [virtual reality](https://amplifydei.com/project/empathy-virtual-reality/) to get buy-in and support from leaders. Leadership buy-in and support are crucial for any inclusion initiative’s success. I work closely with **leaders, securing their commitment** and helping them understand and champion inclusive values. I support them in **putting inclusive action plans into practice**, driving change from the top down. My work also involves establishing **strategic alliances and partnerships**, connecting organizations with other entities that can support their inclusion journey. Finally, I focus on **inclusive** **leadership development**, helping leaders develop the skills and knowledge they need to lead inclusively and effectively. My role is to guide organizations on their inclusive journey, helping them create workplaces where everyone can thrive. Together, we can make inclusion a reality in every workplace. ![](https://amplifydei.com/wp-content/uploads/2025/05/Amplify-DEI-Clients.png "Amplify DEI Clients - Amplify DEI") ### **Activities** - Strategy and Action - Recruiting Talent - Onboarding of Talent - Employee Engagement - Career Growth - Measuring the Impact of inclusion Programs - Equity and Compliance in the Workplace - Courageous Conversation - Employee Resource Groups (ERG) Development - Authentic Allyship - Developing Cultural Agility - Inclusion Role Management - Leadership Buy-In & Support - Putting Inclusive Action Plans into Practice - Establishing Strategic Alliances and Partnerships - [Inclusive Leadership Development](https://amplifydei.com/project/empathy-virtual-reality/) ## **Hire Vivian Acquah CDE® to support your organisation! [Click here to book your complimentary inclusion strategy call!](https://fill.formnx.com/f/17pf12) ## Amplify DEI Trainingen/ Workshops [ ![Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/wp-content/uploads/2026/02/Strategy-Workshop-400x284.jpg) ](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters")## [Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters") [ ![Experience Design Thinking](https://amplifydei.com/wp-content/uploads/2026/02/Design-Thinking-400x284.jpg) ](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking")## [Experience Design Thinking](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking") [ ![Psychological Safety for Leaders](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-for-Leaders-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders")## [Psychological Safety for Leaders](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders") [ ![Psychological Safety Training for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-Training-for-Teams-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams")## [Psychological Safety Training for Teams](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams") [ ![Empowering Leadership with Cultural Intelligence](https://amplifydei.com/wp-content/uploads/2026/01/Empowering-Leadership-with-Cultural-Intelligence-400x284.jpg) ](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence")## [Empowering Leadership with Cultural Intelligence](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence") [ ![Cultural Intelligence for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Cultural-Intelligence-CQ-for-Teams-400x284.jpg) ](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams")## [Cultural Intelligence for Teams](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams") [ ![Inclusive Hiring](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Hiring-400x284.png) ](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring")## [Inclusive Hiring](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring") [ ![Inclusive Workshop Facilitation](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Workshop-Facilitation-400x284.png) ](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation")## [Inclusive Workshop Facilitation](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation") [« Older Entries](https://amplifydei.com/services/page/2/?aioseo_llms_generation=1&et_portfolio) ## Testimonials ![](https://amplifydei.com/wp-content/uploads/2025/05/Amplify-DEI-Certified-ESDP-Vivian-Acquah-1.jpg "Testimonials Amplify-DEI-Certified-ESDP-Vivian-Acquah-1 - Amplify DEI") ## Services #### How does Vivian Acquah support organisations in fostering workplace inclusion? Vivian assists organisations by crafting comprehensive inclusion strategies and action plans. She embeds inclusive principles across all areas of operation, from recruitment to day-to-day practices, helping to create environments where everyone feels valued, heard, and empowered. #### What role does employee engagement play in Vivian Acquah’s approach to inclusion? Vivian believes that engaged employees are key to an inclusive workplace. She focuses on fostering a culture where team members feel appreciated and encouraged to share their unique perspectives. This includes supporting employees’ career growth and ensuring equal opportunities for professional development. #### How does Vivian Acquah help leaders drive inclusion within their organisations? Leadership buy-in is central to Vivian’s approach. She works closely with leaders to secure their commitment to inclusion, guiding them to champion inclusive values. She supports leaders in implementing action plans and developing the skills needed to lead as an inclusive leader. #### What innovative methods does Vivian Acquah use to advance inclusion efforts? Vivian leverages virtual reality as a transformational tool to gain leadership support and enhance understanding of inclusion principles. This immersive approach helps drive change and commitment within organisations. #### How does Vivian Acquah support Employee Resource Groups (ERGs) and authentic allyship? Vivian assists in establishing and revitalising ERGs, empowering employees to promote inclusion internally. She also provides guidance on authentic allyship, helping individuals actively support colleagues from underrepresented groups. #### What additional services does Vivian Acquah offer to enhance diversity and inclusion? Vivian focuses on developing cultural agility within teams, equipping them to work effectively across diverse cultural contexts. She also aids in managing inclusion roles and ensures organisations uphold equity and compliance standards. Additionally, she builds strategic partnerships to further support organisations in their inclusion journeys. #### Amplify DEI **VAT** NL864165365B01 **KVK** 86978217 #### Contact [info@amplifydei.com](mailto:info@amplifydei.com?subject=Contact%20site%20Vivian%20Acquah) #### Follow Amplify DEI - [Follow](https://www.linkedin.com/in/vivianacquah/ "Follow on LinkedIn") - [Follow](https://www.youtube.com/channel/UCo4cAvhxT4RKS1UJWckRDhw?sub_confirmation=1 "Follow on Youtube") - [Follow](https://open.substack.com/pub/globalinclusioninpractice/p/introduction-walking-together-on?r=27brkm&utm_campaign=post&utm_medium=web "Follow on Spotify") --- ### [About Vivian Acquah](https://amplifydei.com/about-vivian-acquah/) **Published:** June 7, 2025 **Author:** Vivian Acquah **Content:** # **About Vivian Acquah** ![Vivian Acquah, a woman in a purple dress and an African head wrap with ombre purple blue braids leaning on a railing](https://amplifydei.com/wp-content/uploads/2025/06/Vivian-Acquah-Inclusie-Strategist-Amplify-DEI-1.png "Vivian Acquah Inclusie Strategist Amplify DEI - Amplify DEI") ## **Meet Vivian Acquah, CDE®** Hello, I’m Vivian Acquah, a Certified Diversity Executive (CDE®) and a passionate Inclusion Strategist dedicated to building high-performance workplaces where everyone feels valued, empowered, and equipped to thrive. What sets me apart? My role as an **Inclusion Strategist**, providing top-tier expertise on flexible basis. This approach gives organisations access to strategic guidance, bespoke inclusion initiatives, and fresh external perspectives—without the need for a full-time commitment. ## **My Mission** I’m committed to helping organisations dismantle systemic barriers to performance and transform their workplace cultures into thriving ecosystems of fairness and inclusion. My philosophy rests on the belief that inclusive leadership is the key to unlocking employee potential, driving sustainable growth, and future-proofing businesses. ## **What I Bring to the Table** Here’s how I help organisations achieve impactful, lasting change: - **Cost-Effective Expertise** You don’t need to overstretch your resources to embed inclusive leadership. My fractional model makes this possible within your budget. - **Custom Solutions** I don’t believe in cookie-cutter strategies. Instead, I craft [initiatives](https://amplifydei.com/training/) tailored to fit your organisation’s culture and unique challenges. - **Unbiased Insights** Sometimes being in the thick of things makes it hard to spot gaps or opportunities. That’s where I come in—with an impartial, external perspective that helps you see the bigger picture. - **Scalable Support** My solutions grow and adapt as your organisation evolves, ensuring inclusion becomes a core and sustainable element of your business. ![](https://amplifydei.com/wp-content/uploads/2025/06/Vivian-Acquah-Introduction-1024x576.jpg "Vivian Acquah Introduction Orlando - Amplify DEI") ## **My Journey** Years ago, I transitioned from a career in Finance and IT consulting to Inclusion. Why? After dealing with pregnancy discrimination, I made a promise to my son, Orlando, and future generations. I wanted to actively shape a world where workplaces empower everyone to flourish. Since then, I’ve founded **Amplify DEI** and co-founded **[Global Inclusion in Practice](https://globalinclusioninpractice.substack.com/)** to equip leaders and teams with actionable tools that boost performance while embedding fairness and inclusion into every level of their organisation. ## **How I Work** My approach to inclusion blends physical, mental, social, and career well-being, creating holistic strategies that deliver real impact. I partner closely with managers to energise, engage, and retain their teams through inclusive practices that build trust, foster well-being, and ultimately drive growth. Whether conducting workplace audits to identify areas of stress or opportunity, designing plans to address challenges, or delivering transformational workshops, my focus is always on practical, results-driven solutions. ## **Services I Offer** I’m bilingual in English and Dutch, and my services span: - Interactive keynotes and workshops - Workplace inclusion strategies - Amplify Empathy Virtual Reality training - Sustainable workplace transformations Every engagement is customised to align inclusion efforts with your business objectives, helping you achieve meaningful cultural transformation. ## **Let’s Connect** Creating an inclusive, high-performing workplace doesn’t have to be daunting. If you’d like to elevate your organisation while fostering a culture of belonging, I’d love to help. Reach out and explore how we can work together to shape a better future. [Click here to book your complimentary strategy call!](https://fill.formnx.com/f/17pf12) [ ![Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/wp-content/uploads/2026/02/Strategy-Workshop-400x284.jpg) ](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters")## [Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters") [ ![Experience Design Thinking](https://amplifydei.com/wp-content/uploads/2026/02/Design-Thinking-400x284.jpg) ](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking")## [Experience Design Thinking](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking") [ ![Psychological Safety for Leaders](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-for-Leaders-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders")## [Psychological Safety for Leaders](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders") [ ![Psychological Safety Training for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-Training-for-Teams-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams")## [Psychological Safety Training for Teams](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams") [ ![Empowering Leadership with Cultural Intelligence](https://amplifydei.com/wp-content/uploads/2026/01/Empowering-Leadership-with-Cultural-Intelligence-400x284.jpg) ](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence")## [Empowering Leadership with Cultural Intelligence](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence") [ ![Cultural Intelligence for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Cultural-Intelligence-CQ-for-Teams-400x284.jpg) ](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams")## [Cultural Intelligence for Teams](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams") [ ![Inclusive Hiring](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Hiring-400x284.png) ](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring")## [Inclusive Hiring](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring") [ ![Inclusive Workshop Facilitation](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Workshop-Facilitation-400x284.png) ](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation")## [Inclusive Workshop Facilitation](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation") [« Older Entries](https://amplifydei.com/about-vivian-acquah/page/2/?aioseo_llms_generation=1&et_portfolio) ## FAQ #### Who is Vivian Acquah? Vivian Acquah, CDE®, is a Certified Inclusion Strategist committed to creating inclusive, high-performance workplaces. She specialises in helping organisations foster environments where everyone feels valued and empowered. #### What is a Fractional Inclusion Strategist? A Fractional Inclusion Strategist provides top-tier inclusion expertise on a part-time basis, offering strategic guidance, tailored inclusivity initiatives, and unbiased insights without the need for a full-time commitment. #### What services does Vivian Acquah offer? Vivian offers a range of services, including: - Workplace audits to identify stress points and improvement opportunities. - Tailored inclusion strategies addressing unique organisational challenges. - Targeted workshops and interactive training sessions. - Keynotes and strategy sessions in both English and Dutch. #### What makes Vivian Acquah’s approach unique? Vivian integrates a holistic approach that considers physical, mental, social, and career well-being into all inclusion strategies. Her solutions are customised, practical, and results-driven, and she’s known for engaging workshops and impactful training sessions. #### What is Amplify DEI? Amplify DEI is an initiative founded by Vivian Acquah focused on promoting diversity, equity, and inclusion in the workplace. Through customised strategies and workshops, it helps organisations create meaningful, sustainable cultural transformation. #### Can Vivian Acquah’s services benefit my organisation? Yes. Vivian partners with managers and organisations to enhance employee well-being, build trust, and drive sustainable growth through inclusive practices. Her cost-effective and scalable solutions are ideal for organisations looking for meaningful change. #### Does Vivian Acquah provide virtual training? Yes, Vivian offers interactive virtual workshops and innovative training experiences, including her impactful “Amplify Empathy with Virtual Reality” training programme. #### How can I work with Vivian Acquah? To collaborate with Vivian or learn more about her services, you can reach out directly to discuss how she can support your organisation’s transformation into an inclusive and thriving workplace. --- ### [Media](https://amplifydei.com/vivian-acquah-in-media/) **Published:** February 8, 2024 **Author:** Vivian Acquah **Content:** # Vivian Acquah In The Media [![FrankWatching Ongewenst Gedrag Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/06/MT_Sprout-Vivian-Acquah.jpg "MT_Sprout Vivian Acquah - Amplify DEI")](https://mtsprout.nl/ranking/inclusive30-van-2025) ## **Dit zijn de meest inclusieve leiders van 2025** Vivian Acquah (founder Amplify DEI) ondersteunt organisaties, managers en medewerkers bij het bouwen van inclusieve omgevingen. [Click here to read the article. ](https://mtsprout.nl/ranking/inclusive30-van-2025/persoon/vivian-acquah) [![FrankWatching Ongewenst Gedrag Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/06/Volkskrant-Vivian-Acquah-Inclusie-Diversiteit.jpg "Volkskrant Vivian Acquah Inclusie Diversiteit - Amplify DEI")](https://www.volkskrant.nl/economie/valt-het-regenboogbeleid-van-nederlandse-bedrijven-onder-druk-van-trump-uiteen-geld-gaat-weer-boven-normen-en-waarden~b9b38010/) ## **Valt het regenboogbeleid van Nederlandse bedrijven onder druk van Trump uiteen?** Dat er ook nu weer verhullende termen nodig zijn om het over D&I te kunnen hebben, vindt ze pijnlijk. Toch denkt Acquah niet dat de vooruitgang die de afgelopen tien jaar is geboekt daarmee ook tenietgedaan wordt. . [Click here to read the article. ](https://www.volkskrant.nl/economie/valt-het-regenboogbeleid-van-nederlandse-bedrijven-onder-druk-van-trump-uiteen-geld-gaat-weer-boven-normen-en-waarden~b9b38010/) [![FrankWatching Ongewenst Gedrag Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/06/Civility-Paradox-Vivian-Acquah.jpg "Civility Paradox Vivian Acquah - Amplify DEI")](https://www.linkedin.com/pulse/civility-paradox-balancing-directness-ai-human-vivian-acquah-cde--srj3e/?trackingId=50WaaLNZS%2FqOD9%2FVl%2BkQBA%3D%3D) ## **The Civility Paradox: Balancing Directness in AI and Human Interactions** #### **Do we really need to stop saying “please” and “thank you”?** Sam Altman, the CEO of OpenAI, stirred curiosity recently with a simple yet unexpected insight. He shared that responding to these little niceties when people interact with AI, like ChatGPT, costs tens of millions of dollars every year in energy use alone. [](https://www.linkedin.com/pulse/civility-paradox-balancing-directness-ai-human-vivian-acquah-cde--srj3e/?trackingId=50WaaLNZS%2FqOD9%2FVl%2BkQBA%3D%3D)[Click here to read the article. ](https://www.linkedin.com/pulse/civility-paradox-balancing-directness-ai-human-vivian-acquah-cde--srj3e/?trackingId=50WaaLNZS%2FqOD9%2FVl%2BkQBA%3D%3D) [![FrankWatching Ongewenst Gedrag Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/06/FrankWatching-Vivian-Acquah.jpg "FrankWatching Vivian Acquah - Amplify DEI")](https://www.frankwatching.com/archive/2025/05/19/campagnes-inclusiviteit/) ## **Doordrenkt van controverse: dé les van de Magnum-ijscampagne Heb je ooit een reclame gezien en gedacht: “Wacht even… wat?” Dat is precies wat er gebeurde met de ijscampagne van Magnum, en niet op een goede, indrukwekkende wijze. De reclame zorgde voor verwarring, wat gelach en heel wat ongemak. Dat is zeker niet het ideale resultaat voor een toetje dat vooral draait om verwennerij en plezier, toch? [Click here to read the article.](https://www.frankwatching.com/archive/2025/05/19/campagnes-inclusiviteit/) [![FrankWatching Ongewenst Gedrag Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/06/FD-Vivian-Acquah.jpg "FD Vivian Acquah - Amplify DEI")](https://fd.nl/bedrijfsleven/1550728/diversiteits-experts-ze-vragen-ons-vaker-wat-het-nut-hiervan-is) ## **Diversiteits-experts: ‘Ze vragen ons vaker wat het nut hiervan is’** Geld dat al voor d&i-trajecten was uitgetrokken wordt nog wel uitgegeven maar er komen weinig nieuwe projecten bij. Tegelijkertijd ziet zij hoe d&i-intiatieven op een andere manier in de markt worden gezet. [Click here to read the article. ](https://fd.nl/bedrijfsleven/1550728/diversiteits-experts-ze-vragen-ons-vaker-wat-het-nut-hiervan-is) [![FrankWatching Ongewenst Gedrag Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/06/Inclusive-Hiring-Recipes-Vivian-Acquah.jpg "Inclusive Hiring Recipes Vivian Acquah - Amplify DEI")](https://www.linkedin.com/pulse/facilitating-breakthroughs-how-collaboration-fuels-vivian-acquah-cde--ds52e/) ## **Facilitating Breakthroughs: How Collaboration Fuels Inclusive Hiring Recipes** When was the last time you felt truly energised by the work you do? Not just satisfied but genuinely inspired by the people around you and the impact you’re making together. I came away with that feeling after collaborating with Omek on two events focused on inclusive hiring at Nike. [Click here to read the article. ](https://www.linkedin.com/pulse/facilitating-breakthroughs-how-collaboration-fuels-vivian-acquah-cde--ds52e/) [![FrankWatching Ongewenst Gedrag Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/06/The-HR-LD-Vivian-Acquah-Nick-Day.jpg "The HR L&D Vivian Acquah Nick Day - Amplify DEI")](https://www.youtube.com/watch?v=lCgZ_f1zYOM) ## **How To Build a Diverse & Inclusive Workplace in 2025** In this insightful episode of The HR L&D Podcast, host Nick Day is joined by Vivian Acquah, a leading DEI consultant at Amplify DEI, to explore how companies can build cultures of belonging, empathy, and inclusion that drive real business impact. [Click here to listen to the conversation. ](https://youtu.be/lCgZ_f1zYOM?si=_MRifs0xXvaATyxv) [![FrankWatching Ongewenst Gedrag Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/06/Netflix-Vivian-Acquah.jpg "Netflix Vivian Acquah - Amplify DEI")](https://www.linkedin.com/pulse/dear-netflix-vivian-acquah-cde--14xxe/) ## **Dear Netflix** Including those involved in the creative process and leaders who want to maximise their team’s potential. The letter is based on the Calling In\* mindset. I hope this letter finds you well. I’m writing to you not just as a viewer or subscriber but as someone who sees your platform’s impact and responsibility in shaping conversations and amplifying voices. [Click here to read the article. ](https://www.linkedin.com/pulse/dear-netflix-vivian-acquah-cde--14xxe/) [![FrankWatching Ongewenst Gedrag Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/After-Dinner-Leadership-with-Simon-Fagg-Vivian-Acquah-Virtual-Reality-Empathy-Leaders-300x300-1.jpg "After-Dinner-Leadership-with-Simon-Fagg-Vivian-Acquah-Virtual-Reality-Empathy-Leaders-300x300 - Amplify DEI")](https://open.spotify.com/show/0yqWOgOUTqRB4X9MC4PcRi) ## **The Unseen ….. with Vivian Acquah** In this episode, joining Simon around the After Dinner Leadership table is inclusion strategist Vivian Acquah. Together, they explore the three critical leadership lessons Vivian wishes she had learned earlier and dive deep into the unseen challenges that people face in the workplace. Vivian shares practical insights into creating inclusive workplaces and highlights key areas where leaders can elevate their impact by fostering belonging and representation. Pull up a seat and join the conversation! Listen to this conversation via [Apple Podcasts](https://podcasts.apple.com/gr/podcast/096-the-unseen-with-vivian-acquah/id1536947910?i=1000684646518) or via [Spotify](https://open.spotify.com/episode/0HIG1ROokEL38OcNndaSJk?si=mrITBi6kQ2utRj-cxu-Omw). ![FrankWatching Ongewenst Gedrag Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/01/274-step-into-their-shoes-empathy-vivian-acquah-erin-diehl.jpg "274-step-into-their-shoes empathy vivian acquah erin diehl - Amplify DEI") ## **Step Into Their Shoes: Intentional Empathy with Virtual Reality with Vivian Acquah** Vivian Acquah is paving the way for more inclusive and equitable workplaces. She’s not just a DEI consultant; she’s a force of nature dedicated to helping leaders like you create cultures where everyone belongs. As the founder of Amplify DEI, Vivian combines innovation, empathy, and practical tools to inspire lasting change. In this episode of the improve it! Podcast, Vivian and Erin get real about how to show up for your team and for yourself. They dive into everything from intention setting to the game-changing role of empathy in leadership. Listen to this episode via [Spotify](https://open.spotify.com/episode/5GPsN5ogAfDKpJjf5PcKdT) or[ Apple Podcasts](https://podcasts.apple.com/gr/podcast/274-step-into-their-shoes-intentional-empathy-with/id1508450538?i=1000684962545). ![FrankWatching Ongewenst Gedrag Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/Entrepreneur-Vivian-Acquah-Daily-Practices-Self-Growth-768x432-1.webp "Entrepreneur-Vivian-Acquah-Daily-Practices-Self-Growth-768x432 - Amplify DEI") ## **25 Daily Practices that Executives Credit for Continuous Self- Growth** #### **Cultivate Skills Through Podcasting** I am thrilled to announce that I was recently interviewed for Entrepreneur for this inspirational article. It was a fantastic opportunity to share my thoughts on cultivating skills through podcasting and live streaming. [Click here to read the article. ](https://www.entrepreneur.com/business-news/25-daily-practices-that-executives-credit-for-continuous/468180) ![FrankWatching Ongewenst Gedrag Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/In-the-Media-HR-Vivian-Acquah-768x432-1.webp "In-the-Media-HR-Vivian-Acquah-768x432 - Amplify DEI") ## **Transformative Tech Initiatives Driving DEIB In 2024** #### **Amplify DEI Leverages VR for Empathy** I am thrilled to announce that I was recently interviewed for HR.com for this inspirational article. It was a fantastic opportunity to share my thoughts on leveraging VR to amplify empathy. [Click here to read the article. ](https://www.hr.com/en/magazines/all_articles/transformative-tech-initiatives-driving-deib-in-20_lp2lwwgl.html) ![FrankWatching Ongewenst Gedrag Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/FastCompany-Feature-Presentation-768x432-1.webp "FastCompany-Feature-Presentation-768x432 - Amplify DEI") ## **25 Daily Practices that Executives Credit for Continuous Self- Growth** #### **Set Up Inclusive Structures** I am thrilled to announce that I was recently interviewed for the **Fast Company** by Brett Farmiloe for this inspirational article. It was a fantastic opportunity to share my thoughts on implementing inclusive structures that encourage team members to evolve into leaders. [Click here to read the article. ](https://www.fastcompany.com/90971296/holacracy-approaches-to-ditch-the-boss-and-make-everyone-a-leader) ![FrankWatching Ongewenst Gedrag Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/Cooking-Back-To-Our-Roots-Press-V2-Vivian-Acquah-Yahoo-Finance-768x432-1.webp "Cooking-Back-To-Our-Roots-Press-V2-Vivian-Acquah-Yahoo-Finance-768x432 - Amplify DEI") ## **Vivian Acquah Champions DEI in Season 2 of “Cooking Back to Our Roots” Set to Launch in November** Following the success of the eclectic web series Cooking Back to Our Roots, Diversity Equity and Inclusion Consultant and Nutrition Advocate, Vivian Acquah, is gearing up to launch the show’s second season on Sunday, November 5, 2023. [Click here to read the article. ](https://finance.yahoo.com/news/vivian-acquah-champions-dei-season-075000266.html) ![Vivian Acquah HR Day inclusieve communicatie](https://amplifydei.com/wp-content/uploads/2025/05/What-are-some-exit-interview-best-practices-768x432-1.webp "What-are-some-exit-interview-best-practices-768x432 - Amplify DEI") ## **5 Approaches For Building A Supportive And Inclusive Work Environment** ### **Implement Active Listening Circles** One effective inclusive practice to foster a supportive and inclusive work environment is implementing “Active Listening Circles.” These are structured forums where employees take turns to express their thoughts, experiences, and ideas without interruptions. [Click here to read the full article ](https://www.hr.com/en/magazines/talent_management_excellence_essentials/october_2023_talent_management_excellence/5-approaches-for-building-a-supportive-and-inclusi_lnveg9vt.html) [![diversiteit HR werkvloer Vivian Acquah inclusie](https://amplifydei.com/wp-content/uploads/2023/10/diversiteit-hr-werkvloer-Vivian-Acquah.png "diversiteit HR werkvloer Vivian Acquah inclusie - Amplify DEI")](https://www.businessinsider.nl/3-tips-om-een-meer-inclusieve-en-diverse-bedrijfscultuur-te-stimuleren-volgens-een-diversiteitsexpert/) ## **3 tips om een meer inclusieve en diverse bedrijfscultuur te stimuleren, volgens een diversiteitsexpert** Veel bedrijven en organisaties vinden het stimuleren van een diverse bedrijfscultuur en dito personeelsbestand belangrijk, maar hebben moeite om dat in de praktijk tot stand te brengen. Diversiteitsexpert Vivian Acquah geeft tegenover platform [HR Praktijk](https://www.hrpraktijk.nl/topics/duurzame-inzetbaarheid/achtergrond/diversiteitinclusie-zo-voer-je-waardevolle-gesprekken) een paar praktische tips. [Klik hier om het artikel te lezen](https://www.businessinsider.nl/3-tips-om-een-meer-inclusieve-en-diverse-bedrijfscultuur-te-stimuleren-volgens-een-diversiteitsexpert/). [![HR Praktijk D en I Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/What-Questions-Are-Usually-Asked-in-Exit-Interviews_-_-InterviewFocus-768x432-1.webp "What-Questions-Are-Usually-Asked-in-Exit-Interviews_-_-InterviewFocus-768x432 - Amplify DEI")](https://www.hrpraktijk.nl/topics/duurzame-inzetbaarheid/achtergrond/diversiteitinclusie-zo-voer-je-waardevolle-gesprekken) ## **What Questions Are Usually Asked in Exit Interviews? | InterviewFocus** To ensure a productive and insightful exit interview, we’ve gathered nine essential questions from CEOs, founders, and HR professionals. From uncovering unexpected challenges faced to identifying missing benefits or programs, these experts provide valuable insights for employers to make the most of their exit interviews. - Uncover Unexpected Challenges Faced - Assess Employee Growth and Development - Identify Skills for Career Enhancement [Click here to read the article](https://interviewfocus.com/what-questions-are-usually-asked-in-exit-interviews/). [![BNR Virtual Reality VR Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/How-To-Utilize-Employees-To-Improve-Your-Employer-Brand-Startup-Blogpost-768x432-1.jpg "How-To-Utilize-Employees-To-Improve-Your-Employer-Brand-Startup-Blogpost-768x432 - Amplify DEI")](https://www.bnr.nl/podcast/werkverkenners/10498430/met-vr-bewustzijn-rond-diversiteit-en-inclusie-verhogen) ## **How To Utilize Employees To Improve Your Employer Brand – Startup Blogpost** To help you leverage your employees as brand ambassadors and attract top talent, we’ve gathered insights from professionals ranging from Junior Content Writers to CEOs. In this article, we present seven valuable tips, starting with nurturing a positive company culture and ending with supporting employee-led meaningful projects, to help you boost your employer brand. - Nurture a Positive Company Culture - Establish a Brand Ambassador Program - Promote Employee Culture on Social Media [Click here to read the article](https://startupblogpost.com/how-to-utilize-employees-to-improve-your-employer-brand-2/). [![](https://amplifydei.com/wp-content/uploads/2025/05/6-Crucial-steps-to-create-and-activate-your-DEI-roadmap-768x432-1.jpg "6-Crucial-steps-to-create-and-activate-your-DEI-roadmap-768x432 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) ## **6 Crucial steps to create and activate your DEI roadmap** Creating an environment of inclusion and equity is essential to the success of any organisation. However, I often get the question, “but where do you start?” In this article, I will share an overview of the steps to create and activate your DEI roadmap within the organisation. [Click here to read the article](https://siliconcanals.com/news/startups/kai/guestblog/6-steps-to-create-activate-dei-roadmap/). ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/How-Can-You-Add-Empathy-to-Your-Recruitment-Strategy_-RecruitingDaily-2-768x432-1.jpg "xr:d:DAFnwq2LguM:31,j:5768380875711614716,t:23070608 - Amplify DEI") ## **How Can You Add Empathy to Your Recruitment Strategy? – Recruiting Daily** Incorporating empathy into your recruitment strategy is essential for attracting and retaining top talent. We’ve gathered insightful suggestions from CEOs, HR professionals and recruitment experts, ranging from asking open-ended questions to practicing empathic questioning. Discover how these industry leaders are making the hiring process more compassionate and effective. [Click here to read the article](https://recruitingdaily.com/how-can-you-add-empathy-to-your-recruitment-strategy/). [![](https://amplifydei.com/wp-content/uploads/2025/05/Why-Do-Tech-Companies-Struggle-With-Diversity-and-Inclusion_-HCM-Technology-Report-768x432-1.jpg "xr:d:DAFnwq2LguM:31,j:5768380875711614716,t:23070608 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) ## **Why Do Tech Companies Struggle With Diversity and Inclusion? – HCM Technology Report** When tech companies look to diversify their teams, many fail to consider their own biased definitions of “good talent” in a society that does not create fair access to opportunity. While working in tech, I heard many leaders and hiring managers state strong preferences for talent from specific companies and schools. For example, a hiring manager might prefer ex-Google employees and Stanford graduates because they believe that’s where the best talent comes from. [Click here to read the article](https://www.hcmtechnologyreport.com/why-do-tech-companies-struggle-with-diversity-and-inclusion/). ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/8-DEI-Priorities-To-Focus-On-This-Year-HR.com_-768x432-1.jpg "xr:d:DAFnwq2LguM:31,j:5768380875711614716,t:23070608 - Amplify DEI") ## **8 DEI Priorities To Focus On This Year – HR.com** From investing in resources to learn about DEI to engaging in intentional recruitment efforts, here are eight answers to the question, “**What are priorities that every DEI leader should focus on this year and why?**“ ● Know Your True Authentic Focus ● Prevent Diversity Fatigue in the Workplace ● Decentralize Your Hiring Department [Click here to read the article](https://www.hr.com/en/magazines/talent_management_excellence_essentials/april_2023_talent_management_excellence/8-dei-priorities-to-focus-on-this-year_lggd8k6d.html). [![](https://amplifydei.com/wp-content/uploads/2025/05/8-Tips-to-Improve-Your-Employer-Brand-Strategy-1-768x432-1.jpg "xr:d:DAFnwq2LguM:31,j:5768380875711614716,t:23070608 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) ## **8 Tips to Improve Your Employer Brand Strategy** Employer branding is defining how workers choose their next job. Companies are holding their HR and marketing teams accountable for building unique brands to attract and maintain talent. So much so that, the HR Trends Report 2021 found that 39% of top employers measure how new hires’ employer-brand impressions align with their experience after joining. Continue reading for more insights to help your organization’s employer branding. [Click here to read the article](https://primostats.com/blog/employer-brand-strategy/). ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/How-to-Identify-and-Address-Bias-in-the-Recruitment-Process-768x432-1.jpg "How-to-Identify-and-Address-Bias-in-the-Recruitment-Process-768x432 - Amplify DEI") ## **How to Identify and Address Bias in the Recruitment Process** DEI is an important part of the workplace, benefiting not only the employee but also the company as a whole. It’s becoming ever more pressing with the emergence of new technology to understand our biases and set precedents to uphold DEI. From setting adequate standards to creating a considerate bias reduction plan, here are insights from recruiters, executives and HR leaders on how to identify and address bias in the recruitment process. [Click here to read the article](https://recruitingdaily.com/how-to-identify-and-address-bias-in-the-recruitment-process/). [![](https://amplifydei.com/wp-content/uploads/2025/05/7-Technology-driven-Approaches-to-Promoting-Diversity-and-Inclusion-in-the-Workplace-768x432-1.jpg "7-Technology-driven-Approaches-to-Promoting-Diversity-and-Inclusion-in-the-Workplace-768x432 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) ## **7 Technology-driven Approaches to Promoting Diversity and Inclusion in the Workplace** One of the most effective approaches is an AI-driven diversity monitoring system. This system can track and measure diversity metrics in the workplace, such as gender, age, race and more. It can also provide insights into areas where diversity and inclusion need to be improved. This AI-driven system can also help by making hiring decisions, career development pathways and other processes more equitable. By understanding the data and making decisions based on it, leaders can create an inclusive environment that encourages equality and respect for all. [Click here to read the article](https://www.hcmtechnologyreport.com/7-technology-driven-approaches-to-promoting-diversity-and-inclusion-in-the-workplace/). ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/What-are-some-HR-best-practices-in-2023-1-768x432-1.jpg "What-are-some-HR-best-practices-in-2023-1-768x432 - Amplify DEI") ## **What are some HR best practices in 2023?** From promoting DEI in your hiring to implementing more coaching practices, here are the 10 answers to the question, “What are some of the best practices that HR should implement in 2023?” - Actively Promote (DEI) in the Hiring Process - Implement Electronic Paperwork Processing - Take an Employee-centric Approach [Click here to read the article](https://bestofhr.com/hr-best-practices/). [![](https://amplifydei.com/wp-content/uploads/2025/05/How-To-Utilize-Employees-To-Improve-Your-Employer-Brand-Startup-Blogpost-768x432-1.jpg "How-To-Utilize-Employees-To-Improve-Your-Employer-Brand-Startup-Blogpost-768x432 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) ## **What are some exit interview best practices?** From “Take the time to implement valuable feedback” to “Sending questions ahead of time”, here are the 10 answers to the question, “What is one best practice when it comes to conducting an exit interview? “ - Take the Time to Implement Valuable Feedback - Ask Employees What They Would Change - Be Open to Constructive Criticism [Click here to read the article.](https://bestofhr.com/exit-interview-best-practices/) ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/The-Maternal-Wall-Unconscious-Bias-Pregnant-Women-in-2023-768x432-1.jpg "The-Maternal-Wall-Unconscious-Bias-Pregnant-Women-in-2023-768x432 - Amplify DEI") ## **The Maternal Wall & Unconscious Bias: Pregnant Women in 2023** In this blog post, I’ll share my own experience of being bullied during my pregnancy with my son Orlando after disclosing my pregnancy in an early stage. I’ll also discuss Naomi Osaka’s powerful statement on the subject and emphasize the importance of organizations implementing policies to prevent such discrimination in the workplace. [Click here to read the article](https://www.societyfordiversity.org/the-maternal-wall-unconscious-bias-pregnant-women-in-2023). [![](https://amplifydei.com/wp-content/uploads/2025/05/Key-Questions-DEI-Professionals-Should-Ask-Hiring-Managers-During-Interviews-768x432-1.jpg "xr:d:DAFnwq2LguM:31,j:5768380875711614716,t:23070608 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) ## **Key Questions DEI Professionals Should Ask Hiring Managers During Interviews** As a DEI professional and chief diversity officer, you know that the hiring process is one of the most critical stages in creating a diverse and inclusive workplace. By asking the right questions during interviews, you can help hiring managers identify areas for improvement and encourage a culture of growth and inclusivity. Whether you’re a seasoned DEI expert or just starting in the field, this article provides the key questions you should ask during interviews to ensure a more equitable hiring process. [Click here to read the article](https://www.societyfordiversity.org/key-questions-dei-professionals-should-ask-hiring-managers-during-interviews). ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/What-are-some-exit-interview-best-practices-768x432-1.webp "What-are-some-exit-interview-best-practices-768x432 - Amplify DEI") ## **EU Adopts Pay Transparency Directive to Narrow Gender Pay Gap** The European Union has taken a bold step to address the persistent gender pay gap within the union. During a plenary session on March 30th, the majority in the European Parliament voted in favor of adopting the EU’s pay transparency directive. The directive aims to make salaries more transparent and obliges companies with more than 100 employees to report and fix their wage disparities. [Click here to read the article](https://www.societyfordiversity.org/eu-adopts-pay-transparency-directive-to-narrow-gender-pay-gap). [![](https://amplifydei.com/wp-content/uploads/2025/05/Werkverkenners-BNR-768x768-1.jpg "Werkverkenners-BNR-768x768 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) ## **Met VR bewustzijn rond diversiteit en inclusie verhogen** Nee…! Gebeurt dat echt?! Met een VR-bril op kun je zelf ongewenst gedrag ervaren. Is dat nou dé manier om jezelf bewuster te maken van wat er nodig is voor een inclusieve werkvloer? En krijg je dan echt meer oog voor grensoverschrijdend gedrag? Je hoort het in deze [BNR Werkverkenners](https://www.bnr.nl/podcast/werkverkenners/10498430/met-vr-bewustzijn-rond-diversiteit-en-inclusie-verhogen). Met: - Vivian Acquah, inclusive workplace wellness advocate - Marcia Goddard, neurowetenschapper en diversiteit-, inclusie- en cultuurconsultant - Lars Tummers, hoogleraar bestuurskunde- en organisatiewetenschappen aan de UU ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/New-Female-Leaders-podcast-768x768-1.jpg "New-Female-Leaders-podcast-768x768 - Amplify DEI") ## **This is how you amplify Diversity Equity and Inclusion through empathy with VR | Vivian Acquah #132** The second episode of our new podcast season is an English podcast! In this podcast our special guest is Vivian Acquah. She is a workplace wellness advocate and her mission is to amplify Diversity, Equity and Inclusion. We can only imagine to a certain extent the frustration, disappointment, the feeling of being excluded that someone else is feeling. [Click here to listen to the conversation with the New Female Leaders Podcast. ](https://newfemaleleaders.org/podcasts/vivian-acquah/) [![](https://amplifydei.com/wp-content/uploads/2025/05/Tripple-Bottom-Line-Vivian-Acquah-768x432-1.png "Tripple-Bottom-Line-Vivian-Acquah-768x432 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) ## **Virtual DEI is a Gamechanger!** Vivian Acquah is many things when it comes to Diversity, Equity & Inclusion. She’s a DEI coach, consultant, strategist, advocate, keynote speaker, moderator, trainer, and a DEI virtual reality leader! Listen in to understand why DEI is so important for businesses these days and how virtual reality is proving to be a game-changer. [Click here to listen to the Triple Bottom Line interview ](https://open.spotify.com/episode/3y2Dv1sEE1e3g3SXt6IUH9?si=_OD4kZHmT_mL0rvDZF3_rg) ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/The-Coffee-with-Rhonda-Show-768x768-2.jpg "The-Coffee-with-Rhonda-Show-768x768 - Amplify DEI") ## **Cooking Up Something Special – Diversity Equity Inclusion Epi 76** Diversity, Equity, and Inclusion (DEI) is gaining awareness. New DEI leadership roles are emerging, and leaders are stepping into important business partner roles. As the temperature is rising around DEI, what is your organization cooking up? More importantly, are you missing a key ingredient? [Let’s talk about it on The Coffee with Rhonda Show](https://open.spotify.com/episode/5rIRcrX85NhbGFIgxNYWBr?si=g2IATZOBQ1KxjuoZZRfwLw). Roz Jones, Mireille Toulekima, and I are pumped to welcome our special guest Vivian Acquah. [![](https://amplifydei.com/wp-content/uploads/2025/05/World-of-Speakers-768x768-1.jpg "World-of-Speakers-768x768 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) ## **E.104: Vivian Acquah | Play the PR Game** In this episode of our podcast series, Ryan and Vivian talk about carrot cake as an analogy for DEI, how to activate people and bring them into a certain story funnel, and the importance of having access to tools as a public speaker. Tune in for an interview full of ideas and tips on how to use social media in different ways and learn how to play the PR game. [Listen to this World of Speakers episode.](https://open.spotify.com/episode/6IsasHM5YZheRxphIAUYUO?si=D9wPPpOfTyW82FdUFBguQg) ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/The-Art-and-Science-of-Joy-768x768-1.jpg "The-Art-and-Science-of-Joy-768x768 - Amplify DEI") ## **Joy Superpowers – Episode 27 – Nurturing Peer Relationships** In this episode of the Joy Superpowers podcast, I’m talking with guest Vivian Acquah about Nurturing Peer Relationships! As the Inclusive Workplace Wellness Advocate, Vivian Acquah is committed to making topics related to workplace wellness & DEI accessible to everyone. Vivian’s last name means water, and she is currently busy putting out fires related to diversity, equity, and inclusion. You can find out more about her through her [LinkedIn](https://www.linkedin.com/in/vivianacquah/), [Twitter](https://twitter.com/VivalaViveNL), [Youtube](https://bit.ly/vlvYouTube), or her [website](https://vivalavive.com/). During this episode, we are discussing themes such as: - Why employees need to be given DEI tools [![](https://amplifydei.com/wp-content/uploads/2025/05/ERG-PowerTalk-768x768-1.jpg "ERG-PowerTalk-768x768 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) ## **E.How Your ERG Can Support Inclusive Mental Health!** Can your ERG help your organization to develop and display more inclusive mental health practices? Join me and my Amsterdam-based guest Vivian Acquah, DEI Coach, Consultant & Strategist, Inclusive Workplace Wellness Advocate, Keynote Speaker, Facilitator, and Trainer, to find out how. ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/Activating-Consciousness-from-HEXO-Change-768x768-1.jpg "Activating-Consciousness-from-HEXO-Change-768x768 - Amplify DEI") ## **Ep 62 – A Right Here Right Now LIVE exploration of the creative process with Peter Griffiths** I have been having some great conversations with Peter over the past months after we found each other via Vivian Acquah’s Amplify DEI summit, one half of the awesome Mind Takeaway Consultancy team with his wife Mira, sharing some Clubhouse stages as we explored INpowerment vs EMpowerment then I had an idea…… As a musician, would he be open to creating a theme-tune for me and my work. He agreed. So first of all Peter is a husband, a coach, a musician and so much more, how often do we really take [![](https://amplifydei.com/wp-content/uploads/2025/05/Left-Unsaid-Podcast-768x768-1.jpg "Left-Unsaid-Podcast-768x768 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) ## **A Year in Business with Vivian Acquah** Join host, Carl Desir, as he takes a trip to Amsterdam to sit down with Vivian Acquah, Diversity, Equity & Inclusion (DEI) Coach, Consultant & Strategist. Listen as Carl and Vivian discuss workplace wellness & DEI in the EU and where each of their home regions is on their DEI journey. Fasten your seatbelts and tighten them appropriately. Listeners…You’re in for quite a ride. Guests: Vivian Acquah. [Listen to this episode of Left Unsaid.](https://open.spotify.com/episode/6ngKHyR27Php8Q5rwRWrUa?si=T1aDJNQsSUyeV0gv_zix5g) ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/Meaningpreneur-Podcast-768x768-1.jpg "Meaningpreneur-Podcast-768x768 - Amplify DEI") ## **How Vivian Acquah Uses Speaking & Video to Leverage Her Business** Vivian Acquah is a successful entrepreneur and CEO of [Amplify DEI](https://amplifydei.com/). As an inclusive Workplace Wellness Advocate, she advises managers on how to keep their team members engaged, energized, and safe in a sustainable manner. Vivian is making topics related to workplace wellness & DEI accessible to everyone. She provides people with the right tools, at the right time, to embrace inclusive changes. Vivian motivates people to think consciously and inspires them to take action. [Listen to this episode of the Meaningpreneur podcast](https://open.spotify.com/episode/1mswhthzUwerfMBL1oWVLm?si=wzmaw4tNQN-jyaHJw-01ig). [![](https://amplifydei.com/wp-content/uploads/2025/05/The-Inclusive-AF-Podcast-768x768-1.jpg "The-Inclusive-AF-Podcast-768x768 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) ## **Getting Inclusive AF with Vivian Acquah** In this episode, Katee and Jackye speak with Vivian Acquah, an inclusive Workplace Wellness Advocate. Vivian advises managers on how to keep their team members engaged, energized, and safe in a sustainable manner. Vivian Acquah is making topics related to workplace wellness & DEI accessible to everyone. She provides people with the right tools, at the right time, to embrace inclusive changes. Vivian motivates people to think consciously and inspires them to take action. As a multicultural and multi-passionate human being, Vivian inspires and empowers people to be ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/Linkedin-Forward-Toekomst-van-werk-768x768-1.jpg "Linkedin-Forward-Toekomst-van-werk-768x768 - Amplify DEI") ## **Toekomst van werk| Diversiteit en inclusie| Vivian Acquah en Niels van Luijt** Hoe zorgen we voor meer inclusie en diversiteit op de werkvloer? Rens de Jong gaat hierover in gesprek met Vivian Acquah, Workplace Wellness Advocate en LinkedIn expert Niels van Luijt. Een podcastserie van LinkedIn Talent Solutions. [Klik hier om naar deze aflevering van Toekomst van Werk te luisteren. ](https://open.spotify.com/episode/2PXxjGuPSBg4bpsXtTUoxx?si=5_YxZwYmRw6-BXWmgl4g9Q) [![](https://amplifydei.com/wp-content/uploads/2025/05/HR-Interviews-Playlist-768x768-1.jpg "HR-Interviews-Playlist-768x768 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) ## **Getting Inclusive AF with Vivian Acquah** In this episode, Katee and Jackye speak with Vivian Acquah, an inclusive Workplace Wellness Advocate. Vivian advises managers on how to keep their team members engaged, energized, and safe in a sustainable manner. Vivian Acquah is making topics related to workplace wellness & DEI accessible to everyone. She provides people with the right tools, at the right time, to embrace inclusive changes. Vivian motivates people to think consciously and inspires them to take action. As a multicultural and multi-passionate human being, Vivian inspires and empowers people to be ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/aHR0cHM6Ly93d3cucG9kY2hhc2VyLmNv-768x768-1.jpg "aHR0cHM6Ly93d3cucG9kY2hhc2VyLmNv-768x768 - Amplify DEI") ## **Diversiteit en de witte man** Mede mogelijk gemaakt door: [Brainnet](https://www.brainnet.nl/) Met: – [Vivian Acquah](https://www.linkedin.com/in/vivianacquah/), inclusive workplace wellness advocate – [Anouk Bienefelt](https://www.linkedin.com/in/anouk-bienefelt-7b161844/), marketing manager Sprekershuys – [Mariëtte Hamer](https://www.linkedin.com/in/mariettehamer/), voorzitter SER See [omnystudio.com/listener](https://omnystudio.com/listener) for privacy information. [![](https://amplifydei.com/wp-content/uploads/2025/05/Dear-Accountant-768x768-1.jpg "Dear-Accountant-768x768 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) ## **Bonus: Amplify DEI – Leadership Edition 2021 (Behind the scene conversation with Vivian Acquah)** Hey friends – Welcome to the dear accountant podcast bonus episode. I wanna share with you this incredible event called amplify DEI summit that I was so honored to be invited to speak. It was a global virtual event so I got to join over 80 speakers all over the world to talk about so many different topics within DEI, some of which were completely new and refreshing learning for me. I will leave the link in the show notes so definitely check it out – the behind-the-scene is free, and the ticket price gets you one year of access to all the talks which I think it’s such a great treat. So enjoy this behind the scene clip where I chatted with the amazing founder Vivian Acquah . [Listen to this Dear Accountant episode.](https://open.spotify.com/episode/5XqfGMpALuvGvcsZpQeTir?si=IUCx2UMDTp6LcBNnswgQJg) ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/Drop-the-Aspiring-Act-768x768-1.jpg "Drop-the-Aspiring-Act-768x768 - Amplify DEI") ## **Royally Fired Up and Fierce with Vivian Acquah 059** There was a fire burning in her soul to make a better world for her son and a fire burning in the workplace that required someone to put it out. Vivian Acquah, whose last name literally sounds like water, was destined for the tasks at hand. SHOW NOTES: [https://queenbaegoals.com/royally-fired-up-and-fie…](https://queenbaegoals.com/royally-fired-up-and-fierce-with-vivian-acquah-dtaa-059/) For more information on this or other podcast episodes, please visit [queenbaegoals.com](https://queenbaegoals.com/). [![](https://amplifydei.com/wp-content/uploads/2025/05/Podfluence-768x768-1.jpg "Podfluence-768x768 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) ## **Vivian Acquah | How I created my own platform and became a champion of diversity, equity and inclusion** Does your light ever feel dimmed? Do you feel like there is no platform for voices like yours? My guest [Vivian Acquah](https://www.linkedin.com/in/ACoAAAEBangBR0gHEsi2NnWdp5rDYXF_BAbYlxc) felt the same. Suffering years of sexism and racism in the workplace she felt the need to speak out and make things better, so she built her own platform and found ways to amplify her voice. Now, Vivian is known as a champion for diversity and she’s on a mission. Don’t miss her brave and empowering story. [Listen to this Podfluence episode](https://open.spotify.com/episode/4bhjzPGr24gkPYCkQKfJjq?si=P1EtJpWQRhauDkLkwowAQA) ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/Drop-the-Aspiring-Act-768x768-1.jpg "Drop-the-Aspiring-Act-768x768 - Amplify DEI") ## **Episode 62: Why you own DEI in the workplace, not HR** In this week’s episode we will be taking a deep dive into wellness in the workplace and why YOU own DEI in the workplace, not HR. Vivian Acquah walks us through her take on the most relevant challenges to well-being in the workplace in this inspiring episode. As an inclusive Workplace Wellness Advocate, Vivian Acquah advises managers on how to keep their team members engaged, energized, and safe in a sustainable manner. [![](https://amplifydei.com/wp-content/uploads/2025/05/Narratives-of-Purpose-768x768-1.jpg "Narratives-of-Purpose-768x768 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) ## **On Advocating For An Inclusive Workplace – A Conversation with Vivian Acquah** This first episode of the September Inclusion series features Vivian Acquah. She is an inclusive Workplace Wellness Advocate, founder of Viva la Vive and the Amplify DEI Summit, also the host of Let’s Humanize the Workplace podcast. Vivian advises managers on how to keep their team members engaged, energized, and safe in a sustainable manner, by making topics related to workplace wellness & diversity equity and inclusion (DEI) accessible to everyone. In today’s conversation, Vivian shares her mission to provide people with the right tools, at the right time, to embrace inclusive changes; but also to motivate people to think consciously and inspire them to take action. [Listen to the Narratives of Purpose podcast.](https://open.spotify.com/episode/4AKoQIqKZl38z7cwwj1djg?si=PM2nvqNsR4eac7pmuPETWw) ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/Unlearning-Labels-768x768-1.jpg "Unlearning-Labels-768x768 - Amplify DEI") ## **Episode 7 – The Real DEI with Vivian Acquah** In this episode, we talk to Vivian Acquah, founder of the Amplify DEI summit; we discuss what happens when AI is culturally insensitive, culture fit vs diversity and all things REAL DEI. Vivian Acquah is a driven woman who likes to talk about the holistic way of sustainable employability, called workplace wellness. For her, this is the way to work on a healthy culture at work. Vivian advises managers and companies on how to keep their team members healthy, happy, and safe. Behind the scenes, she is working on Microaggression training, managing her own podcast, and organizing her annual Amplify DEI Summit. [![](https://amplifydei.com/wp-content/uploads/2025/05/You-Belong-in-the-C-Suite-768x768-1.jpg "You-Belong-in-the-C-Suite-768x768 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) ## **Inclusive Leadership with Vivian Acquah** In today’s conversation, Laura and Vivian explore the different angles of DEI, how they are perceived in other parts of the world, and what leaders, organizations, and employees can do to build a more inclusive environment at the workplace. Plus, Vivian provides practical analogies on the components companies need to make DEI a tangible reality from the inside out. [Click here to listen to the You Belong \[in the C-Suite\] episode.](https://open.spotify.com/episode/1l1N9GEebLOdoUBHU0s7uM?si=fjvBJzMoRqWhYaMB-I03DA) ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/Unlearning-Labels-768x768-1.jpg "Unlearning-Labels-768x768 - Amplify DEI") ## **How To Amplify Diversity, Equity, and Inclusion In The Workplace Feat Vivian Acquah** 🔥 In this episode, John and La’Fayette are joined by special guest Vivian Acquah, an inclusive workplace wellness advocate, DEI consultant, trainer, strategist, and keynote speaker! Vivian gives key principles on how we can amplify diversity, equity, and inclusion in the workplace! Having the tough conversations, breaking down corporate systems, and creating new cultures that will benefit everyone in the workplace! To hear more you’ll have to hit that PLAY & DOWNLOAD button! 🎟️ Attend the Amplify DEI Summit 2021 September 27th -29th – 10 tickets to be shared with our [![](https://amplifydei.com/wp-content/uploads/2025/05/Leadership-Junkies-Podcast-768x768-1.jpg "Leadership-Junkies-Podcast-768x768 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) ## **133. Vivian Acquah | AMPLIFY Your Inclusive Leadership: Tools for Nurturing a Culture of Diversity, Equity and Inclusion** Are you looking to better understand DEI and ways to build a more inclusive culture? Do you want to be an inclusive leader? Are you looking for tools to activate your inclusive leadership? Our special guest Vivian Acquah answers these and other questions about leadership, diversity, equity, inclusion, and workplace wellness. Vivian Acquah is the Founder of Viva la Vive, which helps leaders and managers keep their team members engaged, energized, and safe in a sustainable manner. As a multicultural and multi-passionate human being, she inspires and empowers people to be ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/Conversations-with-Calvin-WE-the-Species-768x768-1.jpg "Conversations-with-Calvin-WE-the-Species-768x768 - Amplify DEI") ## **VIVIAN ACQUAH; LIVE from #Netherlands ; The Power of Working Mothers; Inclusive Workplace Wellness Advocate** VIVIAN ACQUAH; LIVE from Netherlands; The Power of Working Mothers; Inclusive Workplace Wellness Advocate CONTACT INFO; Amplify DEI: [www.amplifydei.com](http://www.amplifydei.com/) LinkedIn [![](https://amplifydei.com/wp-content/uploads/2025/05/The-New-PL-Principles-Leadership-in-Business-768x768-1.jpg "The-New-PL-Principles-Leadership-in-Business-768x768 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) ## **The New P&L speaks to Vivian Acquah – Inclusive Workplace Wellness Advocate, DEI Consultant, Strategist & Keynote Speaker** This week on [The New P&L – Principles & Leadership in Business podcast](https://open.spotify.com/episode/4zUe7nyaGIIr5DU8bXp5Gc?si=johUOu2BT9-psy5ixm1i-w) series we speak to the amazing Vivian Acquah – Inclusive Workplace Wellness Advocate, DEI Consultant, Trainer, Strategist, and Keynote Speaker. As an inclusive workplace wellness advocate, Vivian advises leaders and brands on how to keep their team members engaged, energised, and safe in a sustainable manner. Vivian focuses on working towards sustainable employability in a holistic way: incorporating all elements of wellness and wellbeing, including physical, mental, career, social, community, and financial wellness and as well ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/Talking-with-the-Experts-768x768-1.jpg "Talking-with-the-Experts-768x768 - Amplify DEI") ## **Ep #179 Vivian Acquah – Inclusive leadership or diversity, equity, and inclusion** I am hosting an upcoming summit called Amplify DEI 2021, Leadership Edition 27-29 Sept 2021. [ 16 Tickets ONLY: [https://lead21.amplifydei.com/checkout/select-tick…](https://lead21.amplifydei.com/checkout/select-tickets/?coupon=RDavidson) ] As an inclusive Workplace Wellness Advocate, Vivian Acquah advises managers on how to keep their team members engaged, energized, and safe in a sustainable manner. [![](https://amplifydei.com/wp-content/uploads/2025/05/Women-about-Business-768x768-1.jpg "Women-about-Business-768x768 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) ## **Vivian Acquah – Dealing with Imposter Syndrome #WeAllHaveInsecurities** Confidence is key for any individual. No matter who you are or how talented you are, we all suffer from insecurities. In this episode of women about business, hosts Ms. ABA and Kimberley Ofori are joined by Vivian Acquah, Dutch-Ghanaian workplace wellness expert and strategic consultant discussing “imposter syndrome”. “imposter syndrome” refers to an internal experience of believing that you are not as competent as others perceive you to be. This usually happens when one is outside their comfort zone. [Listen to this Women in Business episode.](https://open.spotify.com/episode/27INMsUBuCAzNWCjoL2mhy?si=gc9LzI71QgWlgQ0mX7rGSQ) ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/The-Ins-Outs-of-Work.jpg "The-Ins-Outs-of-Work - Amplify DEI") ## **Making Inclusion a Reality** Diversity, Equity and Inclusion (or DEI) are major topics of discussion and action in organizations all around the world. But that sometimes mysterious ‘I’ for ‘Inclusion’ – what’s it all about? What does it look like in practice? And what does a truly inclusive workplace look like? We invited two thought-leaders in this space to join us for a discussion around this very topic. Vivian Acquah, an Inclusive Workplace Wellness Advocate at Viva la Vive, and Dr. Steve Yacovelli, Speaker, Author and Leadership Coach at TopDog Learning, joined us from opposite sides of the Atlantic to [![](https://amplifydei.com/wp-content/uploads/2025/05/aHR0cHM6Ly93d3cucG9kY2hhc2VyLmNv-1.jpg "aHR0cHM6Ly93d3cucG9kY2hhc2VyLmNv-1 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) ## **Live Show: 5 things inclusive leaders must know** This episode is a little different. Recently I’ve been lucky enough to participate in some great online conferences and panels. Today I’m super excited to share one of them with you. Vivian Acquah a top inclusivity & wellness pro from Holland invited me on her live show, ‘humanise the workplace’ (Vivian owns that show and all its audio). Do check out her (podcast, profiles & more) ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/Not-the-HR-Lady-768x768-1.png "Not-the-HR-Lady-768x768 - Amplify DEI") ## **Not the HR Lady: S2 E2 But, I Know Black People!** Not the HR Lady is a show airing on over 100 podcast channels (iTunes, GooglePlay, Spotify and more) and videocast formats (YouTube, LinkedIn, Instagram) both in the US and abroad. Led by Tara Furiani and Justin Boggs, these hour long episodes are conversational, real world focused, comedic in style with no B.S., special guest segment, surprises and expert insight without [![](https://amplifydei.com/wp-content/uploads/2025/05/Day-In-Day-Out-768x768-1.jpg "Day-In-Day-Out-768x768 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) ## **Vivian Acquah – The Inclusive Workplace Wellness Advocate Vivian Acquah** LinkedIn: Website: Twitter: YouTube: ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/Leading-People-First-768x768-1.jpg "Leading-People-First-768x768 - Amplify DEI") ## **Happiness is the GOAL, Not the Fairytale Ending with Vivian Acquah** We want our workplaces to be these amazing places to work, where everyone is happy and it’s like a fairytale. And as much as we all love the magic of Disney, the workplace is not Disneyland. We need to let it go. Our workplaces are messy, and this episode’s guest is no stranger to leading into the unknown. Vivian Acquah joins the podcast to share how happiness for the employee experience is the goal, not the ending. Additionally, Vivian and Chris talk about how leaders can look beyond their scope to learn and grow, the importance of wellness, humanizing the workplace, and authenticity for [![](https://amplifydei.com/wp-content/uploads/2025/05/UuOdTaDTOWRhZ7zJll0j33nP0Gs-768x768-1.jpg "UuOdTaDTOWRhZ7zJll0j33nP0Gs-768x768 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) ## **Werkverkenners** Mede mogelijk gemaakt door: [Brainnet](https://www.brainnet.nl/) Met: – [Vivian Acquah](https://www.linkedin.com/in/vivianacquah/), workplace wellness advocate – [Bob Hutten](https://www.linkedin.com/in/bobhutten/), eigenaar food- & hospitalitybedrijf Hutten – [Suzanne Meijers](https://www.linkedin.com/in/suzannemeijers/), arbeidsrechtadvocaat en auteur van Geen gedoe met personeel, arbeidsrecht voor ondernemers ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/aHR0cHM6Ly93d3cucG9kY2hhc2VyLmNv-1-1-768x768-1.jpg "aHR0cHM6Ly93d3cucG9kY2hhc2VyLmNv-1-1-768x768 - Amplify DEI") ## **Door na een reorganisatie** Mede mogelijk gemaakt door: [Brainnet](https://www.brainnet.nl/) Met: – [Vivian Acquah](https://www.linkedin.com/in/vivianacquah/), workplace wellness advocate – [Bob Hutten](https://www.linkedin.com/in/bobhutten/), eigenaar food- & hospitalitybedrijf Hutten – [Suzanne Meijers](https://www.linkedin.com/in/suzannemeijers/), arbeidsrechtadvocaat en auteur van Geen gedoe met personeel, arbeidsrecht voor ondernemers [![](https://amplifydei.com/wp-content/uploads/2025/05/People-at-Work-768x768-1.jpg "People-at-Work-768x768 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) ## **Everyone has a part to play in DE&I says Vivian Acquah** If I were to ask you “Who’s responsible for diversity and inclusion in your workplace?”, what would your answer be? Unfortunately, many of us would answer “Human Resources” or some other executive function. That’s because DE&I has historically been viewed as a policy issue; something for management to write down in a handbook or a check box to check. Having been at the receiving end of exclusion, discrimination, and tokenism based on ethnicity and gender, Vivian Acquah says we need to change this carriage of responsibility. ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/Salt-The-Podcast-768x768-1.jpg "Salt-The-Podcast-768x768 - Amplify DEI") ## **S01 E02 Let’s humanize the workplace** Vivian Acquah is the workplace wellness advocate who helps organizations with keeping their team members happy, healthy and safe. She’s the host of Let’s humanize the workplace, and the organizer of the Amplify DEI (Diversity, Equity and Inclusion) summit, which took place in September 2020. Today’s topic is Let’s humanize the workplace and we will speak about Amplify DEI, Vivian’s son Orlando, sankofa, workplace wellness and much more. Our conversation will be full of unexpected openings aiming at speaking up and changing the workplace. [![](https://amplifydei.com/wp-content/uploads/2025/05/Break-Down.-Wake-Up.-768x768-1.jpg "Break-Down.-Wake-Up.-768x768 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) ## **023 – Giving life to DEI & workplace wellbeing with Vivian Acquah** How her own pregnancy and postpartum depression sounded the alarm for Vivian Acquah about workplace discrimination and the need for deep listening in inclusion efforts Vivian Acquah was a successful professional working in finance and technology. But when she got pregnant, she started to sense something off about the reactions she was getting. Prior to her pregnancy, she was one of the top employees at her company and afterwards, she felt devalued, experiencing a heightened level of comments and jokes insinuating things about ……… [Listen to this Break Down Wake Up podcast episode.](https://open.spotify.com/episode/1KsFkqMQ1pBQVc6zc6EjcV?si=zDXZK3ftQM2FfvdghXQoJw) ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/TNT-ESQ-768x768-1.jpg "TNT-ESQ-768x768 - Amplify DEI") ## **TNT 2.0: Episode 58 with Rishita Jones and Vivian Acquah – DIVERSITY EQUITY INCLUSION** Today we welcome Rishita Jones and Vivian Aquah. Rishita Jones is an HR transformation specialist. She is focused on disrupting the status quo and intent on building people centered HR practices using Agile HR, Design Thinking and Technology to enrich and uplift the Human Experience in the workplace. Vivian Acquah is a driven woman who likes to talk about the holistic way of sustainable employability, called workplace wellness. For her, this is the way to work on a healthy culture at work. Vivian advises managers and [![](https://amplifydei.com/wp-content/uploads/2025/05/UuOdTaDTOWRhZ7zJll0j33nP0Gs-768x768-1.jpg "UuOdTaDTOWRhZ7zJll0j33nP0Gs-768x768 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) ## **Ask me Anything** Lees ook | [Eenzaamheid grijpt thuiswerkers naar de keel](https://fd.nl/achtergrond/1361606/eenzaamheid-grijpt-thuiswerkers-naar-de-keel) ## Te gast in deze show: – Sven Rickli, organisatiepsycholoog en directeur van Nolost – Peter van den Boom, adviseur Boom training en consultancy – Vivian Acquah, duurzame inzetbaarheidsadviseur ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/Value-through-Vulnerability-podcast-from-HEXO-Change-768x768-1.jpg "Value-through-Vulnerability-podcast-from-HEXO-Change-768x768 - Amplify DEI") ## **Episode 137 – A truly hue-man conversation with Vivian Acquah, Olga Piehler & Hung Lee** Olga can be contacted via: https://www.linkedin.com/in/olga-piehler-86241057/ Website https://www.mywy.io/ Vivian can be contacted via: Website: Let’s Humanize The Workplace videos: [![](https://amplifydei.com/wp-content/uploads/2025/05/PeopleTalk.jpg "PeopleTalk - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) ## **How Companies Can Prioritize Wellness During COVID** Vivian Acquah, Workplace Wellness Advocate @ Viva la Vive and Ryan O’Donnell, CEO at EmployUs discuss How Companies Can Prioritize Wellness During COVID ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/Value-through-Vulnerability-podcast-from-HEXO-Change-1-768x768-1.jpg "Value-through-Vulnerability-podcast-from-HEXO-Change-1-768x768 - Amplify DEI") ## **Epsiode 136 – Vivian Acquah, Workplace Wellness Advocate & creator of the AmplifyDEI summit** You can signup for the summit here -> [https://go.amplifydei.com/?sc=gaRMoR3f&ac=HCFf…](https://go.amplifydei.com/?sc=gaRMoR3f&ac=HCFf1Tzc) – “I almost lost my life because of racism, because of discrimination” – 02.47 – “It’s a product of having me in the workplace and me not being seen for my potential” – 03.50 – “Being the only one, the only woman, the only black person, its not easy. It’s not easy at all” – 04.25 – “When he (Orlando) was about 4 years old he started going to school and he was talking about ‘that’s a fixed mindset’” – 09.15 – “It took me awhile to see my power, it took me a while to see my strength, and it took me a while to see the gifts in me and what I can do for the world” – 10.20 – “Without these lessons I [![](https://amplifydei.com/wp-content/uploads/2025/05/The-Mind-Takeaway-Podcast-Leadership-Psychology-and-Creativity-768x768-1.jpg "The-Mind-Takeaway-Podcast-Leadership-Psychology-and-Creativity-768x768 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) ## **\#40: How To Humanise The Workplace with Vivian Acquah** This is the 40th episode of the Mind Takeaway Podcast! We speak to Vivian Acquah a workplace wellness advocate and we explore the holistic way of sustainable employability, called workplace wellness. For her, this is the way to work on a healthy culture at work. Vivian advises managers and companies on how to keep their team members healthy, happy, and safe. Becoming a mother inspired Vivian to shift from being a Finance/ IT consultant to becoming a workplace wellness advocate. ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/The-HR-Sound-Off-Podcast-Show-768x768-1.jpg "The-HR-Sound-Off-Podcast-Show-768x768 - Amplify DEI") ## **Let‘s Sound Off on Amplifying DEI** Vivian Acquah joins me in the Sound Booth this week to talk about why she felt the need to champion for workplace wellness and how questions from her son forced her to create a virtual summit that she has dubbed the Netflix of DEI. There is vulnerability in spades in the episode. Vivian bares her soul on a bad workplace experience that almost caused her to take her life and why she never wants her son or anyone else to go through what she went through. [![](https://amplifydei.com/wp-content/uploads/2025/05/Day-In-Day-Out-768x768-1.jpg "Day-In-Day-Out-768x768 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) ## **Humanizing the workplace with Vivian Acquah** Digital Savages proudly presents the new episode of ‘Challenging the Status Quo’ podcast with Vivian Acquah, a Workplace Wellness Advocate, and she does this at Viva la Vive, International WELL Building Institute. But also through her podcast Go2Thrive! ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/The-People-Impact-Podcast-768x768-1.jpg "The-People-Impact-Podcast-768x768 - Amplify DEI") ## **Addressing Racism in the Workplace, with guest Vivian Acquah** Diversity & inclusion is a journey. Strengthening it in your work environment is, as [**Vivian Acquah**](https://www.linkedin.com/in/vivianacquah/) sees it, like a dish that requires marinating and developing flavour. Vivian is the Workplace Wellness advocate who contributes to keeping your employees happy, healthy and safe. She recently published an [article ](https://thriveglobal.com/stories/5-ways-to-dismantle-racism-in-the-workplace/)with actionable advice on how to dismantle racism in the workplace. When you realise that this is something you want to contribute to, where do you start? [![](https://amplifydei.com/wp-content/uploads/2025/05/Real-stories-768x768-1.jpg "Real-stories-768x768 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) ## **26: Don’t dim your light** Vivian Acquah is a driven woman who likes to talk about the holistic way of sustainable employability, called workplace wellness. For her, this is the way to work on a healthy culture at work. Vivian advises managers and companies on how to keep their team members healthy, happy, and safe. Becoming a mother inspired Vivian to shift from being a Finance/ IT consultant to becoming a workplace wellness advocate. She made a promise to her son to help make the world a sustainable place by advocating for a healthy workplace where people can thrive. ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/Grootdenkers-The-Digital-school-of-Growth-768x768-1.jpg "Grootdenkers-The-Digital-school-of-Growth-768x768 - Amplify DEI") ## **Vivian in de spotlight: leer hoe zij als ondernemer elke keer in de media komt.** Vivian Acquah is de dame die ik al 4 jaar volg. De afgelopen 4 jaar heb ik haar op tv gezien, in de krant, vind ik haar regelmatig online. Wat ik niet wist is dat Vivian een Introvert is. Zij heeft haar mindset zodanig moeten herprogrammeren om ervoor te zorgen dat ze het lef had [![](https://amplifydei.com/wp-content/uploads/2025/05/The-Jordan-Baylor-Draft-768x768-1.jpg "The-Jordan-Baylor-Draft-768x768 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) ## **Vivian Acquah | Everyday Improvements Through the Workplace** With Corona floating through the air and so much talk of job loss and unemployment, it’s very easy to forget about who is still working and the state of the workplace. That’s where Vivian Acquah comes in; she is a Workplace Wellness Advocate. Who’s thoughts on remote working and the future of the workplace had my head spinning. In all honesty, I had never given much thought to the state of the workplace and how we can actively seek improvement. Vivian opened my eyes that everything is consistently an active project in need of improvement. ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/Women-in-Agile-768x768-1.jpg "Women-in-Agile-768x768 - Amplify DEI") ## **Helping Workplaces Thrive – Vivian Acquah | 2013** Vivian Acquah is a workplace wellness advocate who helps companies keep their team members engaged, healthy & safe. Overall career and personal well-being are things that she has passion in, noting that women, who are natural caretakers, must take care of themselves as well. “There is only one you,” she says. “The company will exist – but there’s only one you.” She shares stories of overcoming adversity in the workplace, finding her own voice at a WIA event in Amsterdam, and also ways that people can energize their work environments. [![](https://amplifydei.com/wp-content/uploads/2025/05/Intermediair-Podcast-768x768-1.jpg "Intermediair-Podcast-768x768 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) ## **Stop de zakelijkheid: als ‘mens’ op kantoor presteer je beter. Met werkplekadviseur Vivian Acquah** Work in Progress is dé podcast van Intermediair over carrière, work-life balance en persoonlijke groei. Presentatie: Maaike Bos en Jan Meijroos. Pingpongtafel, verantwoorde koffie-hoek, de hippe kantoren schieten de grond uit. Mooi, maar niet genoeg als écht stimulerende werkplek, ziet Vivian Acquah. In deze Work in Progress vertelt ze wat er nodig is om mensen duurzaam aan het werk te houden. ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/10-Minute-Mindset-768x768-1.jpg "10-Minute-Mindset-768x768 - Amplify DEI") ## **569 Tips for Mindful Eating with Special Guest Vivian Acquah | 10 Minute Mindset** Vivian Acquah is back on 10 Minute Mindset to talk about mindful eating practices, how she likes to eat both at home and in restaurants, and how we really can still enjoy the foods that we love while still taking care of our bodies and operating with high levels of energy. Vivian Acquah is a workplace wellness advocate. She helps smart managers with keeping their team members healthy, happy and safe. Organizations can say adios to absenteeism, stress and burnouts. She focuses on the health of employees. Not only the physical health but the holistic health by She shares stories of overcoming adversity in the workplace, finding her own voice at a WIA event in Amsterdam, and also ways that people can energize their work environments. ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/10-Minute-Mindset-768x768-1.jpg "10-Minute-Mindset-768x768 - Amplify DEI") ## **568 3 Tips to Increase Daily Wellness with Special Guest Vivian Acquah | 10 Minute Mindset** Vivian Acquah joined Mario on 10 Minute Mindset to talk about her passion for wellness, what made her shift careers from finance to wellness, and she shared three tips that we can all do on a consistent basis to achieve a higher level of wellness. Vivian Acquah is a workplace wellness advocate. She helps smart managers with keeping their team members healthy, happy and safe. Organizations can say adios to absenteeism, stress and burnouts. She focuses on the health of employees. Not only the physical health but the holistic health by [![](https://amplifydei.com/wp-content/uploads/2025/05/RTL-Z-Vivian-Acquah-Wat-te-doen-met-een-medewerker-met-priveproblemen-768x576-1.png "RTL-Z-Vivian-Acquah-Wat-te-doen-met-een-medewerker-met-priveproblemen-768x576 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) ## **RTL Z: Wat te doen met een medewerker met privéproblemen?** Bovendien zullen medewerkers misschien aarzelen om hun besognes bij de baas uit te storten. En ook als leidinggevende kan dat onwennig zijn. Het is maar de vraag of je een band met elkaar hebt waarin dat past. En als chef mag je niet zomaar naar alle [persoonlijke details vragen van een zieke werknemer](https://autoriteitpersoonsgegevens.nl/sites/default/files/atoms/files/rapport_abrona_definitieve_bevindingen_openbare_versie.pdf). Toch moeten zij ruimte creëren om privéproblemen bespreekbaar te maken, zegt [Vivian Acquah](https://amplifydei.com/), die zichzelf omschrijft als ‘workplace wellness advocate’. Acquah begeleidt werkgevers en werknemers bij stress- en burn-outgerelateerde klachten. “Empathie, begrip tonen, luisteren: dat zijn tools die managers van nu echt nodig hebben om een veilige werkomgeving te maken”, aldus Acquah.[ Klik hier om verder te lezen.](https://www.rtlz.nl/life/artikel/4805296/zorg-van-de-zaak-ziekteverzuim-levensloopstress-werkgerelateerd-burnout) ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/Quote-Financieele-Dagblad-Vivian-Acquah-768x576-1.png "Quote-Financieele-Dagblad-Vivian-Acquah-768x576 - Amplify DEI") ## **Het Financieele Dagblad** **Reacties op zwangerschap** Pesten loont dus vaak. Als slachtoffer trek je vaak aan het kortste eind. Zo ook Vivian Acquah (38). Een aantal jaar geleden werkte ze als IT-consultant bij een klein bedrijf­ met dertig werknemers en vijf managers. Alle vijf mannen. ‘De sfeer was er altijd goed geweest, toch vond ik het eng te vertellen dat ik zwanger was. Eerder werd een contract van een zwangere collega niet verlengd. Omdat ik vanwege misselijkheidsklachten een aantal keer naar het ziekenhuis moest, deelde ik het nieuws al vroeg met mijn managers. De reacties die ik kreeg, waren bot. ‘Was het wel gepland, vroeg een van hen zelfs. Bizar. Moest ik nou gaan vertellen wanneer ik seks gehad had? Met de groei van mijn buik veranderde hun toon en houding. De managers negeerden me of ik kreeg sneren naar mijn hoofd: ga je nu alweer eerder weg? Terwijl ze wisten dat ik een afspraak bij de verloskundige had.’ [Klik hier om verder te lezen.](https://fd.nl/fd-persoonlijk/1274413/als-de-baas-de-grootste-pestkop-is) [![](https://amplifydei.com/wp-content/uploads/2025/05/Spraakmakers-Stelling-Vivian-Aquah-768x515-1.png "Spraakmakers-Stelling-Vivian-Aquah-768x515 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) ## **NPO Radio 1 Spraakmakers** Wie te weinig slaapt, heeft een grote kans ziek te worden. Slaaptekort wordt gelinkt aan verhoogde kans op een beroerte, obesitas, diabetes, angst, depressie en hart- en vaatziekten. Al deze ziektes hebben een enorme impact, ook op de werkvloer. Communitylid van Spraakmakers Vivian Acquah kaartte het probleem aan in de stelling van Stand.nl: ‘[Werkgevers moeten meer doen om slaaptekort bij werknemers te voorkomen](https://www.nporadio1.nl/achtergrond/11116-deze-wethouder-sliep-dagelijks-een-half-uur-op-zijn-stretcher).’ ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/epocanegocios-Vivian-Acquah-Free-Your-Mind-From-Sugar-768x589-1.png "epocanegocios-Vivian-Acquah-Free-Your-Mind-From-Sugar-768x589 - Amplify DEI") ## **Epoca Negocios** Interview voor de Braziliaanse platform [Epoca Negocios](https://epocanegocios.globo.com/Carreira/noticia/2018/06/quer-trabalhar-melhor-entao-livre-sua-mente-do-acucar.html) over de Free Your Mind From Sugar filosofie. Fotograaf: [Victoria Krechting](https://www.instagram.com/capturedbykrechting/) [![](https://amplifydei.com/wp-content/uploads/2025/05/vrouw-in-de-media-nominatie-768x768-1.jpg "vrouw-in-de-media-nominatie-768x768 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) ## **Vaker in de Media** [Vaker in de Media Nominatie Regio Noord Holland 2017](https://www.vidm.nl/profiel.php?pid=64&detail=persberichten&prid=2459). De Amsterdamse oprichter van Coocking Back To Our Roots, Vivian Acquah, eindigde met 14 procent op de tweede plaats. ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/HR-Zone-Vivian-Acquah-768x599-1.png "HR-Zone-Vivian-Acquah-768x599 - Amplify DEI") ## **HR Zone** Blogger voor [HR Zone / HR Community](http://www.hrzone.nl/auteurs/blogger/listings/vivianacquah) [![](https://amplifydei.com/wp-content/uploads/2025/05/Vivian-Acquah-In-de-media-Ouders-van-Nu-768x576-1.png "Vivian-Acquah-In-de-media-Ouders-van-Nu-768x576 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) Deze maand sta ik samen met Orlando in de “Ouders van Nu” magazine. Ik praat hierover de ongezonde relaties die ik vaarwel heb gezegd! ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/Cooking-Back-To-Our-Roots-Tribute-to-Maame-768x432-1.jpg "Cooking-Back-To-Our-Roots-Tribute-to-Maame-768x432 - Amplify DEI") ## **Cooking Back To Our Roots** De Facebook Live uitzendingen van [Cooking Back To Our Roots.](https://www.facebook.com/pg/stkbdb/videos) Cooking Back To Our Roots TV laat zien hoe je gezond kunt eten binnen verschillende culturen. [![](https://amplifydei.com/wp-content/uploads/2025/05/Vivian-Acquah-In-de-media-Diabetesfonds-Cooking-Back-To-Our-Roots-Het-Beste-Diabetesidee.png "Vivian-Acquah-In-de-media-Diabetesfonds-Cooking-Back-To-Our-Roots-Het-Beste-Diabetesidee - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) [Stichting Know Better Do Better](http://www.stkbdb.nl/nl/home/) heeft een cheque ontvangen van het diabetesfonds voor het project [Cooking Back To Our Roots TV](https://www.diabetesfonds.nl/over-diabetes/nieuws/vier-winnaars-het-beste-diabetesidee) ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/Vivian-Acquah-In-de-media-The-Other-Calendar-768x576-1.png "Vivian-Acquah-In-de-media-The-Other-Calendar-768x576 - Amplify DEI") Queen Candace, The Ethiopian Empress for [The Other Calendar 2017](http://theotherc.nl/) [![](https://amplifydei.com/wp-content/uploads/2025/05/Vivian-Acquah-In-de-media-Kleurrijke-Top-100-768x576-2.png "Vivian-Acquah-In-de-media-Kleurrijke-Top-100-768x576 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) Ik ben [genomineerd](https://dekleurrijketop100.nl/) voor De Kleurrijke Top 100 2016! ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/Vivian-Acquah-In-de-media-NOS-Rolmodel-768x576-1.png "Vivian-Acquah-In-de-media-NOS-Rolmodel-768x576 - Amplify DEI") Tentoonstelling [Zwart Amsterdam](https://www.amsterdammuseum.nl/tentoonstellingen/zwart-amsterdam) in het Amsterdam Museum. Ik sta naast Nelson Mandela afgebeeld als zwart rolmodel. **NOS**: In oktober staan zwarte rolmodellen in de spotlights Lees hier de rest van het[ artikel](http://nos.nl/op3/artikel/2135345-in-oktober-staan-zwarte-rolmodellen-in-de-spotlights.html). [![](https://amplifydei.com/wp-content/uploads/2025/05/Vivian-Acquah-In-de-media-Amsterdam-Museum-768x576-1.png "Vivian-Acquah-In-de-media-Amsterdam-Museum--768x576 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) Tentoonstelling [Zwart Amsterdam](https://www.amsterdammuseum.nl/tentoonstellingen/zwart-amsterdam) in het Amsterdam Museum. Ik sta naast Nelson Mandela afgebeeld als zwart rolmodel. ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/Vivian-Acquah-In-de-media-Metro-Hollandse-Pot-768x576-1.png "Vivian-Acquah-In-de-media-Metro-Hollandse-Pot-768x576 - Amplify DEI") **In de Metro: Voedingsdeskundigen gaan voorbij aan eetcultuur** Jarenlang zocht ze naar een manier om kilo’s kwijt te raken. Diëtisten gaven haar advies, recepten van healthgoeroe’s als Sonja Bakker en Rens Kroes werden bekeken, maar telkens kwam Vivian Acquah weer op hetzelfde punt uit. De Amsterdamse met Afrikaanse roots vindt Hollandse pot helemaal niks en de smaken uit de Westerse keuken noemt ze ‘saai en eenzijdig’. Lees hier de rest van het [artikel](http://www.metronieuws.nl/nieuws/binnenland/2016/09/hollandse-pot-zit-afvaller-dwars). [![](https://amplifydei.com/wp-content/uploads/2025/05/Vivian-Acquah-In-de-media-Funx-8-768x576-1.png "Vivian-Acquah-In-de-media-Funx-8-768x576 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) Funx – Een Healthy & Sexy Lifestyle? Luister naar het [fragment](http://www.funx.nl/radio/fragmenten/239459-een-healthy-sexy-lifestyle-luister-dan-vivian-acquah). ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/Vivian-Acquah-In-de-media-Gemeente-Amsterdam-768x576-1.png "Vivian-Acquah-In-de-media-Gemeente-Amsterdam-768x576 - Amplify DEI") Krant Amsterdam: Vivian Acquah (35) doet mee aan Bewust & Bekwaam van Going Social, een training voor jonge vrouwelijke professionals uit Zuidoost die werken in de sociale sector. Ze is voedingsdeskundige en heeft haar eigen bedrijf, Viva la Vive. Nadat ze haar eigen levensstijl rigoureus omgooide wil ze nu ook Zuidoost gezonder maken. Lees hier de rest van het verhaal: [Krant Amsterdam](https://issuu.com/movement1537/docs/7._zuidoost_-_21_april_2016?e=1650039/34902306) [![](https://amplifydei.com/wp-content/uploads/2025/05/Viva-la-Vive-De-Telegraaf-vrouw-photoshoot-Vivian-Acquah-768x576-1.png "Viva-la-Vive-De-Telegraaf-vrouw-photoshoot-Vivian-Acquah-768x576 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) Vivian (34) woont samen met haar vriend en hun zoon (2). Ze wilde een vitale moeder zijn, dus gooide ze het roer om en verloor 41 kilo. Klik op [Telegraaf de Vrouw](https://vrouw.nl/extreem_anders/26243/extreem_anders_vivian_verloor_41_kg_ik_wilde_een_vitale_moeder_zijn) om de rest van het verhaal te lezen. ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/Vivian-Acquah-Afro-Magazine-768x576-1.png "Vivian-Acquah-Afro-Magazine--768x576 - Amplify DEI") Mijn artikel in de Afro Magazine over overgewicht in de Afrikaanse diaspora. Klik [Afro Magazine](http://issuu.com/huxx/docs/afro_magazine_0101) voor meer informatie. Photographer: [Lesley Adu](http://www.lesadu.nl/) [![](https://amplifydei.com/wp-content/uploads/2025/05/Viva-la-Vive-Vivian-Acquah-Metro-komt-bij-je-eten-768x576-1.png "Viva-la-Vive-Vivian-Acquah-Metro-komt-bij-je-eten-768x576 - Amplify DEI")](https://www.hrpraktijk.nl/topics/beoordelen-functioneren/nieuws/gelijkwaardigheid-promoties-bevorderen-enkele-aandachtspunten) Alles moest anders, zo besloot Vivian Acquah anderhalf jaar geleden. En hoewel ‘alles’ in dit geval meer behelsde dan alleen haar recept voor pizzabodem, staat het recept wel symbool voor de verandering die ze doormaakte. Klik [Metro komt bij je eten](http://issuu.com/metro_holland/docs/20141211_nl_metro-holland) de rest van het verhaal te lezen Fotograaf: [Floris Scheplitz](http://www.imagetree.eu/index.php) ![HR Praktijk Werken in diverse, multiculturele teams Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/05/Viva-la-Vive-Parool-Bij-de-Buren-768x576-1.png "Viva-la-Vive-Parool-Bij-de-Buren-768x576 - Amplify DEI") Vivian Acquah in haar keuken. Vivian is in de ban van healthy lifestyle met juices en smoothies en heeft naast haar werk een website waarop ze voorlichting geeft over gezonde voeding. Ze verloor na haar zwangerschap 35 kilo. Daarnaast is ze gek op Amerika/San Fransisco. Klik [Het Parool](https://drive.google.com/file/d/0BwiZRKaxUlS8TS1XOUR6bzc2anc/view?usp=sharing "Bij de buren") om de rest van het verhaal te lezen. Photographer: [Jorgen Caris](http://jorgencaris.nl/) ## **Hire Vivian Acquah CDE® to speak at your next event or hire her for workshops!** [Click here to book your complimentary inclusion strategy call!](https://gozenforms.com/e2Zbc26ooKtuzzuY4FlG) ## FAQ Vivian Acquah in the Media #### Who is Vivian Acquah? Vivian Acquah, CDE®, is a Certified Inclusion Strategist and thought leader in diversity, equity, and inclusion (DEI). She specialises in creating inclusive workplaces through strategic solutions and innovative approaches, such as her role as an Inclusion Strategist/ Inclusion Trainer / Inclusion Facilitator. #### What is Vivian Acquah known for? Vivian is recognised for her expertise in dismantling systemic biases, empowering organisations to drive cultural transformation, and embedding fairness and inclusion into their core practices. She is also the founder of Amplify DEI and co-founder of Global Inclusion in Practice. #### Has Vivian Acquah been featured in the media? Yes, Vivian frequently shares her inclusion expertise and insights through media appearances, interviews, podcasts, and public speaking engagements. She is sought after for her thought leadership on inclusive workplaces and sustainable business growth through equity. #### What topics does Vivian Acquah discuss in the media? Vivian covers topics like inclusive leadership, unconscious bias, employee well-being, cultural transformation, and holistic inclusion strategies. She also speaks about her personal mission to create equitable workplaces for future generations. #### How can I invite Vivian Acquah to speak or collaborate? To book Vivian for speaking engagements, media features, or collaborations, reach out through her website or via [info@amplifydei.com](mailto:info@amplifydei.com?subject=Inviting%20Vivian%20Acquah%20to%20speak%20or%20collaborate). #### What makes Vivian Acquah’s approach unique? Vivian Acquah uses virtual reality in her inclusion training to create immersive experiences that build empathy and understanding. Her holistic approach combines mental, physical, social, and career well-being, offering tailored inclusion strategies for impactful results. #### Amplify DEI **VAT** NL864165365B01 **KVK** 86978217 #### Contact [info@amplifydei.com](mailto:info@amplifydei.com?subject=Contact%20site%20Vivian%20Acquah) #### Follow Amplify DEI - [Follow](https://www.linkedin.com/in/vivianacquah/ "Follow on LinkedIn") - [Follow](https://www.youtube.com/channel/UCo4cAvhxT4RKS1UJWckRDhw?sub_confirmation=1 "Follow on Youtube") - [Follow](https://open.substack.com/pub/globalinclusioninpractice/p/introduction-walking-together-on?r=27brkm&utm_campaign=post&utm_medium=web "Follow on Spotify") --- ### [Amplify DEI Cards](https://amplifydei.com/dei-cards/) **Published:** October 13, 2024 **Author:** Vivian Acquah **Content:** ## Amplify DEI Cards ## ***Inspire meaningful conversations around Diversity, Equity, and Inclusion*** ![](https://amplifydei.com/wp-content/uploads/2025/05/Amplify-DEI-Team-Cards-1.png "Amplify DEI Cards, Amplify DEI Team Cards - Amplify DEI") ### **The Amplify DEI card deck is a conversation starter that facilitates conversations** ### **in a highly interactive format for both teams and individuals.** Do you want to become more aware of diversity, equity, and inclusion? Then check out the Amplify DEI Self & Team Cards! The card decks are powerful tools that are designed to help you improve your self-awareness on these topics and activate your journey toward creating more inclusive environments. The Amplify DEI Cards contain “thought provoking” questions and conversation starters that help you develop a deeper understanding of DEI topics. They are perfect for both personal and professional growth. So don’t wait any longer; start your DEI journey today with the Amplify DEI Cards! [Click Here To Order The Cards](https://card.amplifydei.com/) ![](https://amplifydei.com/wp-content/uploads/2025/05/Amplify-DEI-Self-Team-Cards-1-1.png "Amplify DEI Cards Academy - Amplify DEI") [Click Here To Order The Cards](https://card.amplifydei.com/) ## **Amplify DEI Micro Training Access (worth €999)** With the Amplify DEI Team Cards, you get lifetime access to a sample of the Amplify DEI Micro Training (worth €999!). The topics covered in the Amplify DEI Micro Training can help you discover the meaning of diversity, equity and inclusion and why it is important. With the Amplify DEI Academy micro training, you can get started at any time that suits you to broaden your knowledge. [Click Here To Order The Cards](https://card.amplifydei.com/) ## **Review by Dr. Marcia Goddard** **Neuroscientist** [Click Here To Order The Cards](https://card.amplifydei.com/) ## Inclusion Training/ Workshops [ ![Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/wp-content/uploads/2026/02/Strategy-Workshop-400x284.jpg) ](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters")## [Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters") [ ![Experience Design Thinking](https://amplifydei.com/wp-content/uploads/2026/02/Design-Thinking-400x284.jpg) ](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking")## [Experience Design Thinking](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking") [ ![Psychological Safety for Leaders](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-for-Leaders-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders")## [Psychological Safety for Leaders](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders") [ ![Psychological Safety Training for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-Training-for-Teams-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams")## [Psychological Safety Training for Teams](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams") [ ![Empowering Leadership with Cultural Intelligence](https://amplifydei.com/wp-content/uploads/2026/01/Empowering-Leadership-with-Cultural-Intelligence-400x284.jpg) ](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence")## [Empowering Leadership with Cultural Intelligence](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence") [ ![Cultural Intelligence for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Cultural-Intelligence-CQ-for-Teams-400x284.jpg) ](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams")## [Cultural Intelligence for Teams](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams") [ ![Inclusive Hiring](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Hiring-400x284.png) ](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring")## [Inclusive Hiring](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring") [ ![Inclusive Workshop Facilitation](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Workshop-Facilitation-400x284.png) ](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation")## [Inclusive Workshop Facilitation](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation") [« Older Entries](https://amplifydei.com/dei-cards/page/2/?aioseo_llms_generation=1&et_portfolio) # Services  #### Public Speaker Delivering keynotes, training and workshops on inclusion and employee sustainability  #### Inclusion Coach/ Consult Inclusion coaching/ consulting on taking the best steps to improve employee sustainability and inclusion in your organisation and then turning these into action.  #### Fractional Inclusion Strategist Partner with Vivian Acquah as your Fractional Inclusion Strategist to drive cultural transformation and foster inclusivity in your organization. Start creating meaningful change today! ## **Hire Vivian Acquah CDE® to speak at your next event or hire her for workshops!** [Click here to book your complimentary inclusion strategy call!](https://gozenforms.com/e2Zbc26ooKtuzzuY4FlG) ## Amplify DEI Cards #### What is the Amplify DEI card deck? The Amplify DEI card deck is a conversation starter designed to facilitate engaging and meaningful discussions about diversity, equity, and inclusion (DEI). It works for both teams and individuals, helping users become more aware of DEI topics in a highly interactive format. #### Who can use the Amplify DEI Cards? The card decks are suitable for anyone interested in improving their self-awareness and understanding of DEI. They’re perfect for both personal and professional growth, making them ideal for individuals, teams, and organisations seeking to create inclusive environments. #### What kinds of questions are included in the Amplify DEI Cards? The cards include thought-provoking questions and conversation starters that encourage deeper reflection and understanding of DEI topics. These questions aim to spark meaningful dialogue and insight into the importance of diversity, equity, and inclusion. #### Are there any additional resources included with the Amplify DEI Team Cards? Yes! When you purchase the Amplify DEI Team Cards, you gain lifetime access to a sample of the Amplify DEI Micro Training, which is valued at €999. This training covers essential DEI topics and helps you dig deeper into understanding and implementing DEI practices. #### How can I start using the Amplify DEI Micro Training? The Amplify DEI Micro Training is accessible at any time (once you have purchased the cards), allowing you to start your learning whenever it suits your schedule. It’s a flexible way to broaden your knowledge of diversity, equity, and inclusion at your own pace. #### What are the benefits of using the Amplify DEI Cards? The Amplify DEI Cards help boost self-awareness and activate your DEI learning journey. They encourage open conversations, foster inclusive mindsets, and support personal and professional growth. They’re effective tools for creating more inclusive environments and deepening understanding of DEI topics. ## Testimonials [Amplify DEI Testimonials](https://www.canva.com/design/DAEg95EQGN4/view?utm_content=DAEg95EQGN4&utm_campaign=designshare&utm_medium=embeds&utm_source=link) by Vivian Acquah - Certified Inclusion Strategist #### Amplify DEI **VAT** NL864165365B01 **KVK** 86978217 #### Contact [info@amplifydei.com](mailto:info@amplifydei.com?subject=Contact%20site%20Vivian%20Acquah) #### Follow Amplify DEI - [Follow](https://www.linkedin.com/in/vivianacquah/ "Follow on LinkedIn") - [Follow](https://www.youtube.com/channel/UCo4cAvhxT4RKS1UJWckRDhw?sub_confirmation=1 "Follow on Youtube") - [Follow](https://open.substack.com/pub/globalinclusioninpractice/p/introduction-walking-together-on?r=27brkm&utm_campaign=post&utm_medium=web "Follow on Spotify") --- ### [Thank You for Prioritising Inclusive Leadership Growth](https://amplifydei.com/prioritising-inclusive-leadership-growth/) **Published:** May 31, 2025 **Author:** Vivian Acquah **Content:** # **Thank You for Prioritising Inclusive Leadership Growth** ![](https://amplifydei.com/wp-content/uploads/2025/05/Thank-You-Inclusive-Leadership-Muscles-Vivian-Acquah.png "Thank You Inclusive Leadership Muscles Vivian Acquah - Amplify DEI") # **For Prioritising Inclusive Leadership** We’re excited to have you on this journey! Thank you for signing up to listen to the audio summary designed to help you strengthen your inclusive (self-) leadership skills and address unconscious bias. By taking this step, you’re prioritising both your personal growth and the well-being of your team. The insights in this summary go beyond awareness; they empower you to take actionable steps that foster inclusivity, enhance collaboration, and ultimately boost team performance. (Self-) Leadership isn’t just about results; it’s about creating environments where everyone feels valued, seen, and able to thrive. Your commitment to this work reflects the thoughtful and forward-thinking (self-) leader your team can rely on. ### **Next Steps Toward Amplifying Inclusion** If you’re ready to take your commitment further, we’d love to partner with you. Whether you’re interested in consulting with a certified inclusion strategist to deepen inclusive practices in your organization or want Vivian to facilitate breakthrough sessions that engage and inspire your team, we’re here to help you achieve those goals. Our tailored, high-impact support can help your team break through biases, build stronger connections, and achieve greater alignment. These sessions go beyond surface-level changes to spark meaningful dialogue and sustained growth. ### Reach Out Today We’re here to collaborate and provide the guidance you need to make inclusion a core part of your team’s culture. Don’t hesitate to get in touch to discuss how we can work together to amplify your efforts. We’d be delighted to explore your needs and design impactful strategies that create real change. Your leadership matters, and so does your dedication to fostering an inclusive workplace. Together, we can make a lasting difference. Let’s start that conversation today by [clicking this link](https://amplifydei.com/contact-vivian/)! *(If you have not received a mail regarding the audio summary, please check your SPAM folder, just to be sure.)* # **Services Detailed** [![](https://amplifydei.com/wp-content/uploads/2025/05/Amplify-DEI-Certified-ESDP-Vivian-Acquah-Services-Detailed.jpg "Amplify-DEI-Certified-ESDP-Vivian-Acquah Services Detailed - Amplify DEI")](https://amplifydei.com/training/) As a committed advocate for diversity, equity, and inclusion, I, Vivian Acquah, devote my expertise to assisting organizations, HR managers, leaders, and inclusion teams to create inclusive environments. My work encompasses a broad spectrum of activities that aim to foster inclusivity and equity within the workplace. From crafting **effective inclusion strategy** and **action plans** to overseeing the **recruitment** and **onboarding of diverse talent**, **I strive to embed inclusion principles into every facet of the organisation’s operations**. I believe in fostering a culture of employee engagement where everyone feels valued, heard, and empowered to contribute their unique perspectives. My work also involves supporting **employees’ career growth,** ensuring everyone has **equal professional development opportunities**. I support organisations **to measure the impact of their inclusion programs**, providing them with valuable insights into their progress and areas for improvement. Equity and compliance are also central to my approach. I guide organisations to uphold **fair practices** and adhere to inclusive regulations in the workplace. I facilitate **courageous conversations**, **creating safe spaces** where individuals can express their thoughts and feelings openly and respectfully. I assist in developing or reactivating **Employee Resource Groups** (ERGs), **empowering employees to support each other** and **promote inclusion** within the organisation. I also provide guidance on **authentic allyship**, helping individuals understand how to support their colleagues from underrepresented groups actively. To further **enhance organisational inclusion efforts**, I focus on **developing cultural agility** and preparing teams to work effectively across diverse cultural contexts. I also assist in **inclusion** **role management**, helping assign and manage **inclusion roles** within the organisation effectively. I leverage the transformational power of virtual reality to get buy-in and support from leaders. Leadership buy-in and support are crucial for any inclusion initiative’s success. I work closely with **leaders, securing their commitment** and helping them understand and champion inclusion values. I support them in **putting inclusion action plans into practice**, driving change from the top down. My work also involves establishing **strategic alliances and partnerships**, connecting organizations with other entities that can support their inclusive journey. Finally, I focus on **inclusion** **leadership development**, helping leaders develop the skills and knowledge they need to lead inclusively and effectively. My role is to guide organisations on their inclusion journey, helping them create workplaces where everyone can thrive. Together, we can make diversity, equity, and inclusion a reality in every workplace. ### **Activities** - Strategy and Action - Recruiting Talent - Onboarding of Talent - Employee Engagement - Career Growth - Measuring the Impact of inclusion Programs - Equity and Compliance in the Workplace - Courageous Conversation - Employee Resource Groups (ERG) Development - Authentic Allyship - Developing Cultural Agility - Inclusion Role Management - Leadership Buy-In & Support - Putting Inclusion Action Plans into Practice - Establishing Strategic Alliances and Partnerships - Inclusive Leadership Development ![](https://amplifydei.com/wp-content/uploads/2025/05/Amplify-DEI-Certified-ESDP-Vivian-Acquah-1.jpg "Testimonials Amplify-DEI-Certified-ESDP-Vivian-Acquah-1 - Amplify DEI") ### **Inclusion Game Plan Call** Book your Inclusion Game Plan call (20 min.) to learn how Vivian can support you, your team or your organisation with a strategy to amplify your voice or to amplify diversity, equity, and inclusion in the workplace. The meeting will be held via Zoom. [Click here to book your inclusion Game Plan call.](https://gozenforms.com/e2Zbc26ooKtuzzuY4FlG) *You will receive a confirmation that includes a link to book a Game Plan Call after filling in the survey.* ***Please note that if you are more than five minutes late, your booking will be canceled.*** --- ## Projects ### [Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/project/strategy-workshop-align-your-team/) **Published:** February 26, 2026 **Author:** Vivian Acquah **Content:** # **Strategy Workshop: Align Your Team and Define What Truly Matters** ![Vivian Acquah wearing a head wrap with purple ombre braids in an updo](https://amplifydei.com/wp-content/uploads/2026/02/Strategy-Workshop.jpg "Strategy Workshop - Amplify DEI") In today’s fast-paced market, clarity is your greatest asset. Our tailored strategy workshops are designed to align your team, define clear priorities, and create an actionable roadmap for success. We facilitate impactful sessions for organisations across the globe, focusing on Europe and United States, helping you achieve focus and drive meaningful results. ## **When Should You Run a Strategy Workshop?** A facilitated strategy session is a powerful tool to ensure your team is moving in the same direction with purpose. Consider a workshop at these critical moments: - **Annual Planning:** Review the past year’s performance and set a clear, unified vision for the year ahead. - **Quarterly Reviews:** Reassess your strategic plan, adjust tactics, and ensure your short-term goals align with your long-term vision. - **Strategic Inflection Points:** Navigate major changes with confidence, whether you’re launching a new product, entering a new market, or responding to significant market shifts. - **“Getting Unstuck”:** Break through stagnation when team performance is lagging or decision-making has stalled. A focused session can rapidly solve problems and restore momentum. - **Team Alignment:** Bridge the gaps between departments and eliminate silos. Unify diverse teams under a single, compelling vision. - **Post-Analysis/Data Review:** Translate significant customer, competitor, or financial data into a coherent and decisive strategic shift. - **Setting Core Purpose:** Define or refine your company’s fundamental mission, vision, and core values to guide every decision. ### **Strategy Workshop: Our Structured Approach to Ensuring Results** We use a proven, structured process to transform discussions into decisions. Our workshops use practical templates and time-boxed activities to guarantee progress. A typical three-hour session guides your team through four key strategic areas: - **North Star:** Create an aspirational long-term vision. What does success look like for your organisation in five years? - **2-Year Goals:** Define what success looks like in the medium term and, crucially, how you will measure it. - **3-Month Priorities:** Identify the immediate focus areas for your teams to make the biggest impact towards your goals. - **How to Win:** Determine how to create or extend your unique and defendable advantages in the market. Each strategic area follows a simple, effective three-step process: **Create Options**, **Discuss**, and **Prioritise**. This ensures all voices are heard and the most promising ideas are brought to the forefront. The workshop concludes with teams presenting their results, fostering shared ownership and immediate alignment. ## **Meet Your Interactive Strategy Workshop Facilitator: Vivian Acquah** Your workshop will be led by Vivian Acquah, a dedicated Inclusion Strategist, Workshop Facilitator and Certified Cultural Intelligence (CQ) Facilitator. With a passion for amplifying effective collaboration, Vivian brings a vibrant, multi-faceted approach to facilitation that goes beyond standard training. She blends the strategic depth of inclusion work with the engaging power of design thinking to help participants with moving the needle. . - **Inclusive Excellence:** As a seasoned strategist, Vivian has guided numerous organisations in dismantling barriers and building bridges. She specialises in Cultural Intelligence (CQ), helping teams navigate cross-cultural complexities with empathy and effectiveness. - **Creative Methodology:** Leveraging her background as a creative storyteller, Vivian transforms dry corporate sessions into compelling narratives. She uses storytelling techniques to make complex concepts accessible, relatable, and memorable. - **Action-Oriented Impact:** Vivian is known for moving beyond awareness to action. Her sessions are designed to leave participants with practical tools and a “walking the talk” mindset, ensuring that inclusion becomes a daily practice rather than a theoretical concept. Vivian’s dynamic facilitation style ensures that your team not only understands the theory for effective collaboration but feels empowered and inspired to drive meaningful change from within. ### **Ready to Plan Your Strategy Workshop?** Let’s work together to create clarity, focus, and impact for your organisation. We will get back to you within 2 business days with all the details. **Contact us today to discuss your challenge and design your next strategy workshop.** ## **Hire Vivian Acquah CDE® to speak at your next event or hire her for workshops!** [Click here to book your complimentary strategy call!](https://fill.formnx.com/f/17pf12) ![Vivian Acquah wearing a head wrap with purple ombre braids in an updo](https://amplifydei.com/wp-content/uploads/2025/06/Vivian-Acquah-Certified-Inclusion-Strategist-Amplify-DEI-DEI-Strategist.png "Vivian Acquah Certified Inclusion Strategist Amplify DEI DEI Strategist - Amplify DEI") Vivian is a great speaker who knows how to inspire an audience and convey a powerful message in a safe environment. Vivian is available for virtual keynotes, events, summits, workshops, roundtable discussions, webinars and podcast interviews. She knows how to inspire managers, inclusion professionals, HR professionals, L&D professionals and decision makers who want to do better when it comes to strengthening inclusion & employee sustainability. Warning: it is important to share that [Vivian Acquah CDE®](https://www.linkedin.com/in/vivianacquah/) may sometimes talk about food during a presentation or a lecture, a few times during this talk. Please have your (healthy) snacks ready. Vivian Acquah cannot be held responsible for any (unhealthy) cravings. ## Inclusion Training/ Workshops [ ![Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/wp-content/uploads/2026/02/Strategy-Workshop-400x284.jpg) ](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters")## [Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters") [ ![Experience Design Thinking](https://amplifydei.com/wp-content/uploads/2026/02/Design-Thinking-400x284.jpg) ](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking")## [Experience Design Thinking](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking") [ ![Psychological Safety for Leaders](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-for-Leaders-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders")## [Psychological Safety for Leaders](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders") [ ![Psychological Safety Training for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-Training-for-Teams-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams")## [Psychological Safety Training for Teams](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams") [ ![Empowering Leadership with Cultural Intelligence](https://amplifydei.com/wp-content/uploads/2026/01/Empowering-Leadership-with-Cultural-Intelligence-400x284.jpg) ](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence")## [Empowering Leadership with Cultural Intelligence](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence") [ ![Cultural Intelligence for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Cultural-Intelligence-CQ-for-Teams-400x284.jpg) ](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams")## [Cultural Intelligence for Teams](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams") [ ![Inclusive Hiring](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Hiring-400x284.png) ](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring")## [Inclusive Hiring](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring") [ ![Inclusive Workshop Facilitation](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Workshop-Facilitation-400x284.png) ](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation")## [Inclusive Workshop Facilitation](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation") [« Older Entries](https://amplifydei.com/project/strategy-workshop-align-your-team/page/2/?aioseo_llms_generation=1&et_portfolio) ## FAQ Design Thinking #### What is Design Thinking, and why should our team care about it? Design Thinking is an interactive, hands-on approach that helps teams tackle genuine business challenges creatively. Rather than relying on guesswork, it provides a structured methodology to understand real problems and develop innovative solutions. Design Thinking equips your team with both the mindset and practical tools needed for innovation. The main benefit is that it transforms how your team approaches problems; moving from assumptions to customer-centred, evidence-based solutions. When implemented properly, Design Thinking delivers immediate business impact and creates a culture where fresh perspectives thrive. Elevate your team’s performance with [Design Thinking session ](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")provided by Vivian Acquah! #### How does Design Thinking improve team collaboration? Design Thinking creates structured opportunities for teams to work together meaningfully. It brings diverse departments and skill sets together, breaking down organisational silos. The process builds shared vocabulary and common understanding through collaborative activities like empathy mapping and brainstorming. Importantly, Design Thinking creates psychological safety; team members feel comfortable sharing unconventional ideas without fear of judgment because the methodology explicitly encourages wild ideas during ideation. This collaborative culture leads to better solutions and increased employee engagement. Elevate your team’s performance with [Design Thinking session ](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")provided by Vivian Acquah! #### What is psychological safety, and why does it matter in Design Thinking? Psychological safety means team members feel secure sharing ideas, asking questions, and taking interpersonal risks without fear of embarrassment or punishment. It’s essential for design thinking because innovation requires people to suggest unconventional, even “silly” ideas. When psychological safety is absent, team members stay silent and creativity dies. Leaders create psychological safety by modeling vulnerability, treating failure as learning, and ensuring all voices are heard equally. Teams with high psychological safety perform better, innovate faster, and experience lower conflict. Elevate your team’s performance with [Design Thinking session ](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")provided by Vivian Acquah! #### What's the difference between Design Thinking and traditional problem-solving? Traditional problem-solving often jumps straight to solutions based on assumptions, whereas design thinking begins with deep user research. Design Thinking encourages diverse perspectives and creative brainstorming without judgment, which fosters better collaboration. The iterative testing approach reduces costly mistakes later. Traditional methods are typically linear and solution-focused; Design Thinking is non-linear and human-centered, emphasising understanding user needs before developing solutions. This fundamental shift means you’re solving the right problem, not just a perceived one. Elevate your team’s performance with a [Design Thinking session ](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")provided by Vivian Acquah! #### How does Vivian's facilitation style support our team? Vivian’s dynamic facilitation ensures your team understands the design thinking theory while feeling genuinely empowered and inspired. She doesn’t simply teach the methodology; she guides teams to drive meaningful change from within. Her approach combines expert knowledge with an empowering style that builds confidence in your team’s ability to innovate. This is particularly valuable for teams new to design thinking, as it creates psychological safety for creative thinking. Your team will leave not only understanding the process but also inspired to apply design thinking independently to future challenges. Elevate your team’s performance with a [Design Thinking session ](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")provided by Vivian Acquah! #### What outcomes can we expect from a Concept Sprint? A Concept Sprint produces tangible, validated results; not just ideas. You’ll exit with a concrete business asset, typically a prototype or minimum viable product (MVP), backed by customer insights and evidence of feasibility. The process ensures your concept is customer-focused and commercially viable before moving forward. You’ll have validated whether your solution actually addresses customer needs and whether it’s viable for your business. This validated concept is then ready for user testing or the next stage of implementation, significantly reducing risk and wasted resources. Elevate your team’s performance with a [Design Thinking session ](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")provided by Vivian Acquah! #### How does a Design Thinking Sprint spark team alignment? Design Thinking Sprints create alignment by bringing your entire team together around a shared challenge. The interactive format encourages diverse perspectives and collaborative problem-solving, ensuring everyone understands the challenge from multiple angles. Through structured activities and guided facilitation, team members develop a common language and shared understanding. This burst of fresh perspectives renews momentum for innovation projects and breaks down departmental silos. The result is a unified team with renewed energy, aligned goals, and commitment to solving real business challenges together. Elevate your team’s performance with a [Design Thinking session ](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")provided by Vivian Acquah! #### What's the difference between Design Thinking and traditional problem-solving? Traditional problem-solving often jumps straight to solutions based on assumptions, whereas Design Thinking begins with deep user research. Design Thinking encourages diverse perspectives and creative brainstorming without judgment, which fosters better collaboration. The iterative testing approach reduces costly mistakes later. Traditional methods are typically linear and solution-focused; Design Thinking is non-linear and human-centred, emphasising understanding user needs before developing solutions. This fundamental shift means you’re solving the right problem, not just a perceived one. Elevate your team’s performance with a [Design Thinking session ](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")provided by Vivian Acquah! **Project Tags:** Alignment team, business challenges, business viability, concept sprints, concept validation, creativity, customer needs, customer-centric culture, Design Thinking sprints, Design Thinking workshops, Equity in hiring, expert facilitation, gender diversity, hands-on formats, in-company training, Inclusion, Inclusive hiring, Inclusive Leader, Inclusive Leadership, Inclusive recruitment strategies, innovation, interactive training, keynote, Keynote Speaker, Language, Leader, Leadership, leadership alignment, Leadership Development, MVP, Problem-solving, problem-solving methodology, Speaker, Strategy, Strategy Workshop, Strategy Workshops, tangible prototype, Team alignment, user testing, Vivian Acquah, workshop, workshops --- ### [Experience Design Thinking](https://amplifydei.com/project/experience-design-thinking/) **Published:** February 26, 2026 **Author:** Vivian Acquah **Content:** # **Experience Design Thinking: Solve Real Challenges, Achieve Real Results** ![Vivian Acquah wearing a head wrap with purple ombre braids in an updo](https://amplifydei.com/wp-content/uploads/2026/02/Design-Thinking.jpg "Design Thinking - Amplify DEI") Transform your team’s approach to innovation. Our Design Thinking workshops provide interactive, hands-on formats that equip your teams with the mindset and tools to tackle genuine business challenges. Learn the methodology, apply the principles, and create tangible outcomes with expert facilitation available across Europe. We offer a range of in-company training and facilitated workshops designed to meet your specific goals. Whether you need a deep dive into the full process or a short, inspirational sprint, our formats deliver practical skills and immediate business impact. ## **Our Design Thinking Workshop Formats** ### **Design Thinking Sprints (0.5–1 Day)** These short, focused sessions are designed to spark creativity, introduce fresh perspectives, and cultivate a customer-centric culture within your team. - **Ideal for:** Inspiring new ideas and creating team alignment. - **Flexible Delivery:** Available on-site at your company or delivered online. - **Enhanced Impact:** Often combined with a keynote on Design Thinking to set the stage. **Outcome:** A shared understanding of challenges, a burst of fresh perspectives, and renewed momentum for your innovation projects. ### **Concept Sprints (3–4 Days)** An intensive, end-to-end format for teams ready to move beyond ideas and create validated, tangible results. - **Comprehensive:** We guide you from initial challenge framing all the way to concept validation. - **Customer-Focused:** A strong emphasis on understanding customer needs and ensuring business viability. - **Action-Oriented:** The goal is to produce a concrete asset for your business. **Outcome:** A validated concept supported by a tangible prototype or MVP, ready for user testing or the next stage of implementation. ## **Meet Your Dynamic Workshop Facilitator: Vivian Acquah** Your workshop will be led by Vivian Acquah, a dedicated Inclusion Strategist, Workshop Facilitator and Certified Cultural Intelligence (CQ) Facilitator. With a passion for amplifying effective collaboration, Vivian brings a vibrant, multi-faceted approach to facilitation that goes beyond standard training. She blends the strategic depth of inclusion work with the engaging power of design thinking to help participants with moving the needle. . - **Inclusive Excellence:** As a seasoned strategist, Vivian has guided numerous organisations in dismantling barriers and building bridges. She specialises in Cultural Intelligence (CQ), helping teams navigate cross-cultural complexities with empathy and effectiveness. - **Creative Methodology:** Leveraging her background as a creative storyteller, Vivian transforms dry corporate sessions into compelling narratives. She uses storytelling techniques to make complex concepts accessible, relatable, and memorable. - **Action-Oriented Impact:** Vivian is known for moving beyond awareness to action. Her sessions are designed to leave participants with practical tools and a “walking the talk” mindset, ensuring that inclusion becomes a daily practice rather than a theoretical concept. Vivian’s dynamic facilitation style ensures that your team not only understands the theory for effective collaboration but feels empowered and inspired to drive meaningful change from within. ### **Ready to Build Your Team’s Innovation Muscle?** Let’s discuss your unique challenges and find the perfect workshop format for your organisation. We deliver practical, focused, and outcome-driven sessions in-company, online, or in a hybrid format across Europe, United States, in Dutch or in English. **Get in touch today to find the right solution for your team.** ## **Hire Vivian Acquah CDE® to speak at your next event or hire her for workshops!** [Click here to book your complimentary strategy call!](https://fill.formnx.com/f/17pf12) ![Vivian Acquah wearing a head wrap with purple ombre braids in an updo](https://amplifydei.com/wp-content/uploads/2025/06/Vivian-Acquah-Certified-Inclusion-Strategist-Amplify-DEI-DEI-Strategist.png "Vivian Acquah Certified Inclusion Strategist Amplify DEI DEI Strategist - Amplify DEI") Vivian is a great speaker who knows how to inspire an audience and convey a powerful message in a safe environment. Vivian is available for virtual keynotes, events, summits, workshops, roundtable discussions, webinars and podcast interviews. She knows how to inspire managers, inclusion professionals, HR professionals, L&D professionals and decision makers who want to do better when it comes to strengthening inclusion & employee sustainability. Warning: it is important to share that [Vivian Acquah CDE®](https://www.linkedin.com/in/vivianacquah/) may sometimes talk about food during a presentation or a lecture, a few times during this talk. Please have your (healthy) snacks ready. Vivian Acquah cannot be held responsible for any (unhealthy) cravings. ## Inclusion Training/ Workshops [ ![Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/wp-content/uploads/2026/02/Strategy-Workshop-400x284.jpg) ](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters")## [Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters") [ ![Experience Design Thinking](https://amplifydei.com/wp-content/uploads/2026/02/Design-Thinking-400x284.jpg) ](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking")## [Experience Design Thinking](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking") [ ![Psychological Safety for Leaders](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-for-Leaders-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders")## [Psychological Safety for Leaders](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders") [ ![Psychological Safety Training for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-Training-for-Teams-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams")## [Psychological Safety Training for Teams](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams") [ ![Empowering Leadership with Cultural Intelligence](https://amplifydei.com/wp-content/uploads/2026/01/Empowering-Leadership-with-Cultural-Intelligence-400x284.jpg) ](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence")## [Empowering Leadership with Cultural Intelligence](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence") [ ![Cultural Intelligence for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Cultural-Intelligence-CQ-for-Teams-400x284.jpg) ](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams")## [Cultural Intelligence for Teams](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams") [ ![Inclusive Hiring](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Hiring-400x284.png) ](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring")## [Inclusive Hiring](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring") [ ![Inclusive Workshop Facilitation](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Workshop-Facilitation-400x284.png) ](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation")## [Inclusive Workshop Facilitation](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation") [« Older Entries](https://amplifydei.com/project/experience-design-thinking/page/2/?aioseo_llms_generation=1&et_portfolio) ## FAQ Design Thinking #### What is Design Thinking, and why should our team care about it? Design Thinking is an interactive, hands-on approach that helps teams tackle genuine business challenges creatively. Rather than relying on guesswork, it provides a structured methodology to understand real problems and develop innovative solutions. Design Thinking equips your team with both the mindset and practical tools needed for innovation. The main benefit is that it transforms how your team approaches problems; moving from assumptions to customer-centred, evidence-based solutions. When implemented properly, Design Thinking delivers immediate business impact and creates a culture where fresh perspectives thrive. Elevate your team’s performance with [Design Thinking session ](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")provided by Vivian Acquah! #### How does Design Thinking improve team collaboration? Design Thinking creates structured opportunities for teams to work together meaningfully. It brings diverse departments and skill sets together, breaking down organisational silos. The process builds shared vocabulary and common understanding through collaborative activities like empathy mapping and brainstorming. Importantly, Design Thinking creates psychological safety; team members feel comfortable sharing unconventional ideas without fear of judgment because the methodology explicitly encourages wild ideas during ideation. This collaborative culture leads to better solutions and increased employee engagement. Elevate your team’s performance with [Design Thinking session ](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")provided by Vivian Acquah! #### What is psychological safety, and why does it matter in Design Thinking? Psychological safety means team members feel secure sharing ideas, asking questions, and taking interpersonal risks without fear of embarrassment or punishment. It’s essential for design thinking because innovation requires people to suggest unconventional, even “silly” ideas. When psychological safety is absent, team members stay silent and creativity dies. Leaders create psychological safety by modeling vulnerability, treating failure as learning, and ensuring all voices are heard equally. Teams with high psychological safety perform better, innovate faster, and experience lower conflict. Elevate your team’s performance with [Design Thinking session ](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")provided by Vivian Acquah! #### What's the difference between Design Thinking and traditional problem-solving? Traditional problem-solving often jumps straight to solutions based on assumptions, whereas design thinking begins with deep user research. Design Thinking encourages diverse perspectives and creative brainstorming without judgment, which fosters better collaboration. The iterative testing approach reduces costly mistakes later. Traditional methods are typically linear and solution-focused; Design Thinking is non-linear and human-centered, emphasising understanding user needs before developing solutions. This fundamental shift means you’re solving the right problem, not just a perceived one. Elevate your team’s performance with a [Design Thinking session ](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")provided by Vivian Acquah! #### How does Vivian's facilitation style support our team? Vivian’s dynamic facilitation ensures your team understands the design thinking theory while feeling genuinely empowered and inspired. She doesn’t simply teach the methodology; she guides teams to drive meaningful change from within. Her approach combines expert knowledge with an empowering style that builds confidence in your team’s ability to innovate. This is particularly valuable for teams new to design thinking, as it creates psychological safety for creative thinking. Your team will leave not only understanding the process but also inspired to apply design thinking independently to future challenges. Elevate your team’s performance with a [Design Thinking session ](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")provided by Vivian Acquah! #### What outcomes can we expect from a Concept Sprint? A Concept Sprint produces tangible, validated results; not just ideas. You’ll exit with a concrete business asset, typically a prototype or minimum viable product (MVP), backed by customer insights and evidence of feasibility. The process ensures your concept is customer-focused and commercially viable before moving forward. You’ll have validated whether your solution actually addresses customer needs and whether it’s viable for your business. This validated concept is then ready for user testing or the next stage of implementation, significantly reducing risk and wasted resources. Elevate your team’s performance with a [Design Thinking session ](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")provided by Vivian Acquah! #### How does a Design Thinking Sprint spark team alignment? Design Thinking Sprints create alignment by bringing your entire team together around a shared challenge. The interactive format encourages diverse perspectives and collaborative problem-solving, ensuring everyone understands the challenge from multiple angles. Through structured activities and guided facilitation, team members develop a common language and shared understanding. This burst of fresh perspectives renews momentum for innovation projects and breaks down departmental silos. The result is a unified team with renewed energy, aligned goals, and commitment to solving real business challenges together. Elevate your team’s performance with a [Design Thinking session ](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")provided by Vivian Acquah! #### What's the difference between Design Thinking and traditional problem-solving? Traditional problem-solving often jumps straight to solutions based on assumptions, whereas Design Thinking begins with deep user research. Design Thinking encourages diverse perspectives and creative brainstorming without judgment, which fosters better collaboration. The iterative testing approach reduces costly mistakes later. Traditional methods are typically linear and solution-focused; Design Thinking is non-linear and human-centred, emphasising understanding user needs before developing solutions. This fundamental shift means you’re solving the right problem, not just a perceived one. Elevate your team’s performance with a [Design Thinking session ](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")provided by Vivian Acquah! **Project Tags:** Alignment team, business challenges, business viability, concept sprints, concept validation, creativity, customer needs, customer-centric culture, Design Thinking sprints, Design Thinking workshops, Equity in hiring, expert facilitation, gender diversity, hands-on formats, in-company training, Inclusion, Inclusive hiring, Inclusive Leader, Inclusive Leadership, Inclusive recruitment strategies, innovation, interactive training, keynote, Keynote Speaker, Language, Leader, Leadership, leadership alignment, Leadership Development, MVP, Problem-solving, problem-solving methodology, Speaker, tangible prototype, Team alignment, user testing, Vivian Acquah, workshop, workshops --- ### [Amplify Authentic Allyship](https://amplifydei.com/project/authentic-allyship/) **Published:** September 13, 2023 **Author:** nl_pwrtlx **Content:** ![Amplify Authentiek Allyship Vivian Acquah](https://amplifydei.com/wp-content/uploads/2023/09/Amplify-Authentic-Allyship-Vivian-Acquah-Amplify-DEI.png "Amplify Authentic Allyship Vivian Acquah Amplify DEI - Amplify DEI") **Description** The Amplify Authentic Allyship Training is an impactful training designed to empower people to promote a culture of inclusion in their organisations. This transformative training helps participants become effective, everyday allies by teaching them specific strategies and techniques for positive, intentional, and conscious actions. The training focuses on creating awareness and understanding of the experiences and challenges of marginalised groups and providing the tools and resources needed to become an active and empathetic ally in the workplace. Through practical allyship examples and real-life case studies, participants gain a deep understanding of the daily realities of members of underrepresented groups and learn how to take action to support and advocate for them. The training covers many of the most pressing issues facing workplaces today, such as unconscious bias, microaggressions and exclusionary behaviour. Participants learn how to recognise these situations at the right moment and intervene to create a more supportive, collaborative work environment for everyone. With the knowledge and skills gained during the Amplify Authentic Allyship Training, participants will be able to bring about meaningful change in their organisations and make a real difference in the lives of their colleagues. Learning objectives 1. Understand the concept of allyship and its importance in promoting an inclusive organisational culture. 2. Improve emotional intelligence and empathy to better understand and support colleagues from different backgrounds. 3. Discover practical techniques for in-the-moment allyship interventions to address microaggressions, exclusionary behaviour, and unconscious bias. 4. Gain insights into leveraging your influence and position within the organisation to promote diversity, equity, and inclusion initiatives. Format This training is usually delivered as a 45-90 minute keynote, virtual or in person, with time built in for peer-to-peer interaction with the audience and Q&A. It can range from a short 25-minute TED-style talk to a 60-90 minute keynote to a half- or full-day workshop with extensive interactive exercises. ## **Interested in having Vivian Acquah CDE® speak at your** **next event or hire her for workshops?** [Click here to book your complimentary strategy call!](https://fill.formnx.com/f/17pf12) ![](https://amplifydei.com.dream.website/wp-content/uploads/2023/09/Vivian-Acquah-Amplify-DEI-Cards-Favicon--300x300.png "Vivian Acquah Amplify DEI Cards Favicon - Amplify DEI") Vivian is a great speaker who knows how to inspire an audience and convey a powerful message in a safe environment. Vivian is available for virtual keynotes, events, summits, workshops, roundtable discussions, webinars and podcast interviews. She knows how to inspire managers, inclusion professionals, HR professionals, L&D professionals and decision makers who want to do better when it comes to strengthening inclusion & employee sustainability. Warning: it is important to share that Vivian Acquah CDE® may sometimes talk about food during a presentation or a lecture, a few times during this talk. Please have your (healthy) snacks ready. Vivian Acquah cannot be held responsible for any (unhealthy) cravings. ## Inclusion Training/ Workshops [ ![Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/wp-content/uploads/2026/02/Strategy-Workshop-400x284.jpg) ](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters")## [Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters") [ ![Experience Design Thinking](https://amplifydei.com/wp-content/uploads/2026/02/Design-Thinking-400x284.jpg) ](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking")## [Experience Design Thinking](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking") [ ![Psychological Safety for Leaders](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-for-Leaders-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders")## [Psychological Safety for Leaders](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders") [ ![Psychological Safety Training for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-Training-for-Teams-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams")## [Psychological Safety Training for Teams](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams") [ ![Empowering Leadership with Cultural Intelligence](https://amplifydei.com/wp-content/uploads/2026/01/Empowering-Leadership-with-Cultural-Intelligence-400x284.jpg) ](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence")## [Empowering Leadership with Cultural Intelligence](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence") [ ![Cultural Intelligence for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Cultural-Intelligence-CQ-for-Teams-400x284.jpg) ](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams")## [Cultural Intelligence for Teams](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams") [ ![Inclusive Hiring](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Hiring-400x284.png) ](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring")## [Inclusive Hiring](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring") [ ![Inclusive Workshop Facilitation](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Workshop-Facilitation-400x284.png) ](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation")## [Inclusive Workshop Facilitation](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation") [« Older Entries](https://amplifydei.com/project/authentic-allyship/page/2/?aioseo_llms_generation=1&et_portfolio) **Project Tags:** Allies, Ally DEI, allyship, Bias, brave conversations, challenging conversations, Courageous Conversations, Difficult Conversations, Diversity, Equality, Equity, gender diversity, Inclusion, Leader, Leadership, microaggression, microaggressions, racism, team, Teambuilding, teams, Tough Conversations, Unconscious Bias, Vivian Acquah, women --- ### [Cultural Intelligence Training](https://amplifydei.com/project/cultural-intelligence/) **Published:** September 15, 2023 **Author:** nl_pwrtlx **Content:** ## Cultural Intelligence Training ![Cultural Intelligence - Culturele Intelligentie Training Vivian Acquah](https://amplifydei.com/wp-content/uploads/2023/09/Cultural-Intelligence-Culturele-Intelligentie-Training-Vivian-Acquah.jpg "Cultural Intelligence - Culturele Intelligentie Training Vivian Acquah - Amplify DEI") **Description** The Cultural Intelligence training is thoughtfully designed to address the needs of employees and teams, equipping them to navigate and overcome cultural differences effectively. This program aims to provide participants with practical tools to better understand and appreciate different cultures and perspectives. By fostering this understanding, participants can also learn to identify and harness the unique strengths that cultural differences bring to the table. As organisations increasingly operate on a global scale and diversity within teams continues to grow, the ability to work successfully across cultures is more important than ever. The training offers a comprehensive approach to navigating intercultural situations in the workplace, ensuring employees are prepared for real-world scenarios. It incorporates the latest trends and cultural insights, enabling teams to understand the customs, values, and communication styles of colleagues and customers from various regions. By promoting cultural awareness, the training not only reduces conflicts but also builds bridges where communication barriers once existed. This enhanced understanding fosters stronger relationships within teams and with external stakeholders. Team members are empowered to collaborate effectively across cultural boundaries, increasing overall productivity. Ultimately, the skills gained through this training help organisations achieve common goals with greater success in today’s interconnected world. **Learning objectives** 1. Understand the importance of cultural intelligence in today’s increasingly diverse work environment. 2. Develop an awareness of your own cultural biases and assumptions, and learn strategies to overcome them. 3. Gain insight into different cultural norms, values and communication styles, leading to a deeper understanding of different perspectives. 4. Improve communication and collaboration skills to effectively navigate cultural differences and build stronger working relationships. 5. Learn practical techniques for resolving conflicts that arise from cultural misunderstandings or miscommunication. Format The Cultural Intelligence training is usually delivered as a 45-90 minute keynote, virtual or in person, with time built in for peer-to-peer interaction with the audience and Q&A. It can range from a short 25-minute TED-style talk to a 60-90 minute keynote to a half-day or full-day workshop with extensive interactive exercises. ## **Interested in having Vivian Acquah CDE® speak at your** **next event or hire her for workshops?** [Click here to book your complimentary strategy call!](https://fill.formnx.com/f/17pf12) [Click here to book your complimentary inclusion strategy call!](https://gozenforms.com/e2Zbc26ooKtuzzuY4FlG) ![Vivian Acquah wearing a head wrap with purple ombre braids in an updo](https://amplifydei.com/wp-content/uploads/2025/06/Vivian-Acquah-Certified-Inclusion-Strategist-Amplify-DEI-DEI-Strategist.png "Vivian Acquah Certified Inclusion Strategist Amplify DEI DEI Strategist - Amplify DEI") Vivian is a great speaker who knows how to inspire an audience and convey a powerful message in a safe environment. Vivian is available for virtual keynotes, events, summits, workshops, roundtable discussions, webinars and podcast interviews. She knows how to inspire managers, inclusion professionals, HR professionals, L&D professionals and decision makers who want to do better when it comes to strengthening inclusion & employee sustainability. Warning: it is important to share that Vivian Acquah CDE® may sometimes talk about food during a presentation or a lecture, a few times during this talk. Please have your (healthy) snacks ready. Vivian Acquah cannot be held responsible for any (unhealthy) cravings. ## Inclusion Training/ Workshops [ ![Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/wp-content/uploads/2026/02/Strategy-Workshop-400x284.jpg) ](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters")## [Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters") [ ![Experience Design Thinking](https://amplifydei.com/wp-content/uploads/2026/02/Design-Thinking-400x284.jpg) ](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking")## [Experience Design Thinking](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking") [ ![Psychological Safety for Leaders](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-for-Leaders-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders")## [Psychological Safety for Leaders](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders") [ ![Psychological Safety Training for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-Training-for-Teams-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams")## [Psychological Safety Training for Teams](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams") [ ![Empowering Leadership with Cultural Intelligence](https://amplifydei.com/wp-content/uploads/2026/01/Empowering-Leadership-with-Cultural-Intelligence-400x284.jpg) ](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence")## [Empowering Leadership with Cultural Intelligence](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence") [ ![Cultural Intelligence for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Cultural-Intelligence-CQ-for-Teams-400x284.jpg) ](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams")## [Cultural Intelligence for Teams](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams") [ ![Inclusive Hiring](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Hiring-400x284.png) ](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring")## [Inclusive Hiring](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring") [ ![Inclusive Workshop Facilitation](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Workshop-Facilitation-400x284.png) ](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation")## [Inclusive Workshop Facilitation](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation") [« Older Entries](https://amplifydei.com/project/cultural-intelligence/page/2/?aioseo_llms_generation=1&et_portfolio) ## Why is cultural intelligence important in the workplace? #### Why is cultural intelligence important in the workplace? Cultural intelligence is important in the workplace because it enables individuals and organizations to effectively navigate, communicate, and collaborate within increasingly diverse and globalized environments. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### How does cultural intelligence improve teamwork across diverse backgrounds? Cultural intelligence (CQ) significantly improves teamwork across diverse backgrounds by equipping individuals and teams with the skills, mindset, and strategies needed to understand, respect, and leverage cultural differences for better collaboration and performance. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### How can developing cultural intelligence boost employee engagement and retention? Developing cultural intelligence transforms workplace culture into one where all employees feel seen, heard, and valued, leading to higher engagement, stronger loyalty, and lower turnover. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### How does cultural intelligence create a stronger sense of belonging for employees? Cultural intelligence is foundational for belonging because it transforms diversity into inclusion—making sure that all employees not only have a seat at the table but also feel welcomed, valued, and empowered to contribute fully. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### How can CQ facilitate understanding and reduce biases that threaten psychological safety? Cultural intelligence (CQ)addresses the roots of bias and misunderstanding by fostering self-awareness, empathy, and adaptability, thereby creating a psychologically safe workplace where all employees can thrive. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### How does developing CQ lead to more inclusive team collaboration and innovation? Developing CQ transforms diversity from a potential source of conflict into a powerful driver of collaboration and innovation. It enables teams to work inclusively, leverage their full range of talents, and consistently deliver creative, high-impact results. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! **Project Tags:** Bias, Biases, CQ, Cultural Intelligence, Cultural Sensitivity, Culturally Sensitive, Culture, DEI, Diversity Equality Inclusion, Diversity Equity Inclusion, Equality, Inclusion, Inclusive Language., Inclusive Leader, Inclusive Leadership, Prejudices, teams --- ### [Mitigate Your Unconscious Bias](https://amplifydei.com/project/mitigate-unconscious-bias/) **Published:** September 15, 2023 **Author:** nl_pwrtlx **Content:** ![Mitigeer Jouw Unconscious Bias Vivian Acquah](https://amplifydei.com/wp-content/uploads/2023/09/Mitigate-Your-Unconscious-Bias-2.png "Mitigate Your Unconscious Bias - Amplify DEI") **Description** The Mitigate Your Unconscious Bias training is a transformative programme specifically designed to help participants gain a better understanding of how unconscious biases can negatively impact inclusion and high performance within teams. This training programme goes beyond typical compliance-focused approaches by shifting the focus to individuals and identifying specific, effective behaviours that can help create more effective leaders and high performing teams. Participants are encouraged to collaborate and engage in meaningful discussions to identify and address any biases, both conscious and unconscious, that may exist within their organisation. By doing so, they can contribute to fostering a more inclusive work culture that embraces and values diversity, ensuring that all employees feel respected and empowered to thrive. With its comprehensive and holistic training approach, Mitigate Your Unconscious Bias Training offers practical tools and strategies to help organisations recognise and challenge ingrained biases. This training is an ideal solution for companies aiming to build a more equitable, inclusive, and high performance work environment where diverse perspectives are celebrated and innovation can flourish. **Learning objectives** 1. Understand the concept of unconscious bias and its impact on diversity, equity and inclusion, as well as on collaboration, decision-making and management. 2. Recognise your own unconscious biases and learn strategies to reduce their influence on thoughts, actions and decisions. 3. Develop effective communication skills to address and prevent unconscious bias behaviour in the workplace. 4. Learn practical techniques for promoting an inclusive environment that recognises and values different perspectives. 5. Discover tools and resources to support self-reflection and growth in addressing unconscious bias. **Format** This training is typically delivered as a 45-90 minute keynote, virtual or in person, with time built in for peer-to-peer interaction with the audience and Q&A. It can range from a short 25-minute TED-style talk to a 60-90 minute keynote to a half- or full-day workshop with extensive interactive exercises. ## **Interested in having Vivian Acquah CDE® speak at your** **next event or hire her for workshops?** [Click here to book your complimentary strategy call!](https://fill.formnx.com/f/17pf12) ![Vivian Acquah wearing a head wrap with purple ombre braids in an updo](https://amplifydei.com/wp-content/uploads/2025/06/Vivian-Acquah-Certified-Inclusion-Strategist-Amplify-DEI-DEI-Strategist.png "Vivian Acquah Certified Inclusion Strategist Amplify DEI DEI Strategist - Amplify DEI") Vivian is a great speaker who knows how to inspire an audience and convey a powerful message in a safe environment. Vivian is available for virtual keynotes, events, summits, workshops, roundtable discussions, webinars and podcast interviews. She knows how to inspire managers, inclusion professionals, HR professionals, L&D professionals and decision makers who want to do better when it comes to strengthening inclusion & employee sustainability. Warning: it is important to share that Vivian Acquah CDE® may sometimes talk about food during a presentation or a lecture, a few times during this talk. Please have your (healthy) snacks ready. Vivian Acquah cannot be held responsible for any (unhealthy) cravings. ## Inclusion Training/ Workshops [ ![Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/wp-content/uploads/2026/02/Strategy-Workshop-400x284.jpg) ](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters")## [Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters") [ ![Experience Design Thinking](https://amplifydei.com/wp-content/uploads/2026/02/Design-Thinking-400x284.jpg) ](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking")## [Experience Design Thinking](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking") [ ![Psychological Safety for Leaders](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-for-Leaders-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders")## [Psychological Safety for Leaders](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders") [ ![Psychological Safety Training for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-Training-for-Teams-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams")## [Psychological Safety Training for Teams](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams") [ ![Empowering Leadership with Cultural Intelligence](https://amplifydei.com/wp-content/uploads/2026/01/Empowering-Leadership-with-Cultural-Intelligence-400x284.jpg) ](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence")## [Empowering Leadership with Cultural Intelligence](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence") [ ![Cultural Intelligence for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Cultural-Intelligence-CQ-for-Teams-400x284.jpg) ](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams")## [Cultural Intelligence for Teams](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams") [ ![Inclusive Hiring](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Hiring-400x284.png) ](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring")## [Inclusive Hiring](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring") [ ![Inclusive Workshop Facilitation](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Workshop-Facilitation-400x284.png) ](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation")## [Inclusive Workshop Facilitation](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation") [« Older Entries](https://amplifydei.com/project/mitigate-unconscious-bias/page/2/?aioseo_llms_generation=1&et_portfolio) ## Why is it important to mitigate unconscious biases at work? #### Why is it important to mitigate unconscious biases at work? Reducing unconscious bias improves fairness in workplace decisions by ensuring that choices related to hiring, promotions, pay, and daily interactions are based on objective criteria rather than stereotypes or personal preferences. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### How does reducing unconscious bias improve fairness in workplace decisions? Reducing unconscious bias improves fairness in workplace decisions by ensuring that choices related to hiring, promotions, pay, and daily interactions are based on objective criteria rather than stereotypes or personal preferences. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### Why is ongoing bias awareness crucial for maintaining workplace fairness? Ongoing bias awareness is crucial for maintaining workplace fairness because unconscious biases are deeply ingrained, often operating without our conscious knowledge, and can continuously influence decisions, behaviours, and interactions over time. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### How does tackling bias enhance innovation and team collaboration Tackling bias is not just about fairness—it is a strategic necessity for unlocking the full potential of diverse teams, driving innovation, and building stronger, more collaborative workplaces. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### In what ways does reducing bias strengthen collaboration among colleagues? Reducing bias creates a workplace where collaboration thrives because colleagues trust each other, communicate openly, value diverse contributions, and feel safe to participate fully. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### In what ways does diverse hiring panel participation improve decision fairness? Diverse hiring panels systematically reduce bias, broaden perspectives, and create a more transparent, equitable, and inclusive hiring process that benefits both candidates and organisations. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! **Project Tags:** Age Bias, Bias, Biases, DGI, Diversity Equality Inclusion, Equality, Equity, Gender Bias, Inclusion, Inclusive Leader, Inclusive Leadership, Leader, Leadership, Neurodiversity, Prejudices, team, Unconscious Bias, Vivian Acquah --- ### [Deactivate Microaggressions](https://amplifydei.com/project/deactivate-microaggressions/) **Published:** September 16, 2023 **Author:** nl_pwrtlx **Content:** # Deactivate Microaggressions ![Deactiveer Microagressies Vivian Acquah Inclusie Exclusie](https://amplifydei.com/wp-content/uploads/2023/09/Deactivate-Microaggressions-@-Work.png "Deactivate Microaggressions @ Work - Amplify DEI") **Description** The ‘Deactivate Microaggressions’ training is a crucial tool for transforming workplaces into environments where respect and appreciation for diversity are the norm. The training helps participants understand that microaggressions, although subtle, have a profound effect on people’s well-being and the overall productivity of a team. The training begins by defining what microaggressions are and illustrating how they manifest in everyday interactions. This is followed by a detailed explanation of the impact of these suble acts of exclusion, where participants learn how such behaviours can undermine psychological safety, disrupt collaboration and influence decision-making. An essential part of the training is providing strategies and techniques for recognising and addressing the subtle acts of exclusion. Participants learn how to identify these harmful behaviours, both in their own behaviour and in that of others, and how to take the necessary steps to eliminate them. This can range from addressing the person who committed the microaggression to promoting policies that discourage such behaviour. In addition, the training strongly emphasises the importance of building an inclusive organisational culture. Participants receive practical tips and guidelines on how to create an environment that celebrates diversity and offers equal opportunities to all. The programme encourages team members to actively contribute to creating a positive workplace where everyone feels valued and supported. This training will equip leaders and team members with the knowledge and skills necessary to combat microaggressions and create a work environment that promotes respect, understanding and collaboration. **Learning objectives** 1. Define microaggressions and share examples of microaggressions in action in the workplace. 2. Describe the origins of the subtle acts of exclusion and the ways in which they affect the lives of colleagues. 3. Understand the role of unconscious bias in perpetuating these suble acts of exclusion and learn strategies to recognise and reduce these biases. 4. Develop effective communication skills to address and prevent microaggressions in workplace interactions. 5. Learn practical techniques to intervene and support colleagues who experience microaggressions. Format This training is typically delivered as a 45-90 minute keynote, virtual or in person, with time built in for peer-to-peer interaction with the audience and Q&A. It can range from a short 25-minute TED-style talk to a 60-90 minute keynote to a half- or full-day workshop with extensive interactive exercises. ## **Hire Vivian Acquah CDE® to speak at your next event or hire her for workshops!** [Click here to book your complimentary strategy call!](https://fill.formnx.com/f/17pf12) ![Vivian Acquah wearing a head wrap with purple ombre braids in an updo](https://amplifydei.com/wp-content/uploads/2025/06/Vivian-Acquah-Certified-Inclusion-Strategist-Amplify-DEI-DEI-Strategist.png "Vivian Acquah Certified Inclusion Strategist Amplify DEI DEI Strategist - Amplify DEI") Vivian is a great speaker who knows how to inspire an audience and convey a powerful message in a safe environment. Vivian is available for virtual keynotes, events, summits, workshops, roundtable discussions, webinars and podcast interviews. She knows how to inspire managers, inclusion professionals, HR professionals, L&D professionals and decision makers who want to do better when it comes to strengthening inclusion & employee sustainability. Warning: it is important to share that Vivian Acquah CDE® may sometimes talk about food during a presentation or a lecture, a few times during this talk. Please have your (healthy) snacks ready. Vivian Acquah cannot be held responsible for any (unhealthy) cravings. ## Inclusion Training/ Workshops [ ![Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/wp-content/uploads/2026/02/Strategy-Workshop-400x284.jpg) ](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters")## [Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters") [ ![Experience Design Thinking](https://amplifydei.com/wp-content/uploads/2026/02/Design-Thinking-400x284.jpg) ](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking")## [Experience Design Thinking](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking") [ ![Psychological Safety for Leaders](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-for-Leaders-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders")## [Psychological Safety for Leaders](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders") [ ![Psychological Safety Training for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-Training-for-Teams-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams")## [Psychological Safety Training for Teams](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams") [ ![Empowering Leadership with Cultural Intelligence](https://amplifydei.com/wp-content/uploads/2026/01/Empowering-Leadership-with-Cultural-Intelligence-400x284.jpg) ](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence")## [Empowering Leadership with Cultural Intelligence](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence") [ ![Cultural Intelligence for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Cultural-Intelligence-CQ-for-Teams-400x284.jpg) ](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams")## [Cultural Intelligence for Teams](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams") [ ![Inclusive Hiring](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Hiring-400x284.png) ](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring")## [Inclusive Hiring](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring") [ ![Inclusive Workshop Facilitation](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Workshop-Facilitation-400x284.png) ](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation")## [Inclusive Workshop Facilitation](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation") [« Older Entries](https://amplifydei.com/project/deactivate-microaggressions/page/2/?aioseo_llms_generation=1&et_portfolio) ## Why is it important to address microaggressions at work? #### Why is it important to address microaggressions at work? Addressing microaggressions is not just about preventing harm—it is fundamental to building a healthy, productive, and inclusive workplace where all employees can thrive. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### Why is it important to address microaggressions at work? Addressing microaggressions is crucial for fostering a respectful work culture because these subtle, often unintentional acts of bias or discrimination can have profound and lasting negative effects on individuals and the overall workplace environment. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### How do microaggressions undermine trust and respect in the workplace? Microaggressions undermine trust and respect in the workplace by sending subtle but persistent signals that certain individuals or groups are less valued, respected, or included. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### How does fostering awareness of microaggressions contribute to a more inclusive culture? Fostering awareness of microaggressions contributes to a more inclusive culture by helping individuals and organisations recognise, prevent, and address subtle forms of exclusion or bias that undermine belonging and respect. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### How do micro-inclusions strengthen your sense of belonging at work? Micro-inclusions—small, intentional acts of inclusion such as inviting input, recognizing contributions, and offering encouragement—directly strengthen your sense of belonging at work in several powerful ways. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### How does practicing micro-inclusions influence my confidence at work? Micro-inclusions do more than create a pleasant atmosphere—they fundamentally transform your workplace experience by building your confidence, validating your expertise, and reinforcing your importance to the team’s success. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! **Project Tags:** allyship, brave conversations, challenging conversations, Courageous Conversations, DEI, DGI, difficult conversation, Discrimination, effective communication, exclusion, gender diversity, Inclusion, Inclusive Leader, Inclusive Leadership, Leadership, microaggression, microaggressions, racism, team, Teambuilding, teams, Vivian Acquah, women --- ### [Navigating Courageous Conversations For Productive Outcomes](https://amplifydei.com/project/courageous-conversations/) **Published:** September 16, 2023 **Author:** nl_pwrtlx **Content:** # Navigating Courageous Conversations for Productive Outcomes ![Navigeer Door Moedige Gesprekken Voor Productieve Resultaten - Vivian Acquah](https://amplifydei.com/wp-content/uploads/2023/09/Navigating-Courageous-Conversations-For-Productive-Outcomes.png "Navigating Courageous Conversations For Productive Outcomes - Amplify DEI") **Description** The Navigating Courageous Conversations for Productive Outcomes training goes beyond simply teaching communication skills to employees and managers. It is a transformative programme that can fundamentally change the way participants conduct conversations and build relationships. The program begins by laying a strong foundation in communication principles, with an emphasis on active listening and non-judgmental communication. These skills are essential for creating a safe and respectful environment in which every individual feels free to express their opinion. Participants then have the opportunity to deepen their skills by learning how to conduct difficult conversations. This includes training in empathy, assertiveness and conflict management, which teaches participants how to prevent misunderstandings, manage disagreements effectively and arrive at constructive solutions. In addition, the programme focuses on the art of timely and effective feedback. Participants learn how to give and receive constructive criticism in a way that promotes growth and development, rather than provoking defensiveness and resistance. But what really sets this programme apart is its emphasis on practical application. Through role-playing, group discussions and other interactive exercises, employees and managers have the opportunity to practise the skills they have learned in a safe and supportive environment. The end result is a work environment where courageous conversations are encouraged, diversity of thought is valued, and all team members feel respected and appreciated. This not only leads to a more inclusive culture, but also to increased productivity and effectiveness as a result of improved collaboration and understanding. **Learning objectives** 1. Understand the importance of courageous conversations in promoting trust and inclusivity in the workplace. 2. Develop active listening skills to better understand and empathise with diverse perspectives and experiences. 3. Improve communication skills by engaging in non-judgmental dialogue and providing timely constructive feedback. 4. Explore effective conflict resolution methods that focus on collaboration and mutual understanding. 5. Learn strategies for initiating and facilitating courageous conversations on complex topics, including diversity, equity, and inclusion. Format The Navigating Courageous Conversations for Productive Outcomes training is typically delivered as a 2-hour workshop, virtual or in person, with time built in for peer-to-peer interaction with the audience and Q&A. It can range from a short 25-minute TED-style talk to a 60-90 minute keynote to a half- or full-day workshop with extensive interactive exercises. ## **Hire Vivian Acquah CDE® to speak at your next event or hire her for workshops! [Click here to book your complimentary strategy call!](https://fill.formnx.com/f/17pf12) ![Vivian Acquah wearing a head wrap with purple ombre braids in an updo](https://amplifydei.com/wp-content/uploads/2025/06/Vivian-Acquah-Certified-Inclusion-Strategist-Amplify-DEI-DEI-Strategist.png "Vivian Acquah Certified Inclusion Strategist Amplify DEI DEI Strategist - Amplify DEI") Vivian is a great speaker who knows how to inspire an audience and convey a powerful message in a safe environment. Vivian is available for virtual keynotes, events, summits, workshops, roundtable discussions, webinars and podcast interviews. She knows how to inspire managers, inclusion professionals, HR professionals, L&D professionals and decision makers who want to do better when it comes to strengthening inclusion & employee sustainability. Warning: it is important to share that Vivian Acquah CDE® may sometimes talk about food during a presentation or a lecture, a few times during this talk. Please have your (healthy) snacks ready. Vivian Acquah cannot be held responsible for any (unhealthy) cravings. ## Inclusion Training/Workshop [ ![Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/wp-content/uploads/2026/02/Strategy-Workshop-400x284.jpg) ](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters")## [Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters") [ ![Experience Design Thinking](https://amplifydei.com/wp-content/uploads/2026/02/Design-Thinking-400x284.jpg) ](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking")## [Experience Design Thinking](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking") [ ![Psychological Safety for Leaders](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-for-Leaders-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders")## [Psychological Safety for Leaders](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders") [ ![Psychological Safety Training for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-Training-for-Teams-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams")## [Psychological Safety Training for Teams](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams") [ ![Empowering Leadership with Cultural Intelligence](https://amplifydei.com/wp-content/uploads/2026/01/Empowering-Leadership-with-Cultural-Intelligence-400x284.jpg) ](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence")## [Empowering Leadership with Cultural Intelligence](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence") [ ![Cultural Intelligence for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Cultural-Intelligence-CQ-for-Teams-400x284.jpg) ](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams")## [Cultural Intelligence for Teams](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams") [ ![Inclusive Hiring](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Hiring-400x284.png) ](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring")## [Inclusive Hiring](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring") [ ![Inclusive Workshop Facilitation](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Workshop-Facilitation-400x284.png) ](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation")## [Inclusive Workshop Facilitation](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation") [« Older Entries](https://amplifydei.com/project/courageous-conversations/page/2/?aioseo_llms_generation=1&et_portfolio) ## Why are courageous conversations at work important? #### Why are courageous conversations at work important? Courageous conversations at work are important because they create a foundation for genuine inclusion, trust, and growth within an organisation. These are honest, open dialogues that address complex and sometimes uncomfortable topics—such as race, gender, privilege, and other aspects of identity—that are often avoided but essential to address for a healthy workplace culture. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### Why are honest dialogues essential for driving workplace innovation? Honest dialogues are the engine of workplace innovation. They build trust, harness diverse perspectives, enable creative problem-solving, and foster an environment where all employees can contribute their best ideas—ultimately driving sustained organizational success. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### What role do courageous conversations play in resolving conflicts effectively Courageous and honest dialogues play a vital role in resolving workplace conflicts effectively by creating a structured, empathetic, and open environment where misunderstandings can be clarified, emotions can be expressed, and collaborative solutions can be found. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### How can I develop skills to handle uncomfortable but necessary discussions? Developing skills for handling difficult conversations involves practicing key strategies, like addressing issues promptly, clarifying goals, and choosing a neutral setting. Show empathy, manage emotions, and focus on solutions to build trust and find resolutions. Regular practice can turn these conversations into opportunities for growth and stronger relationships. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### How can I practice empathy to make uncomfortable discussions more productive You can practice empathy to make uncomfortable discussions more productive by intentionally focusing on understanding and validating the other person’s perspective, emotions, and needs. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### How does assuming good intentions change the outcome of tough talks? You can practice empathy to make uncomfortable discussions more productive by intentionally focusing on understanding and validating the other person’s perspective, emotions, and needs. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! **Project Tags:** ally, allyship, brave conversations, challenging conversations, Courageous Conversations, DEI, DGI, difficult conversation, Discrimination, effective communication, exclusion, gender diversity, Inclusion, Inclusive Leader, Inclusive Leadership, Leadership, microaggression, microaggressions, racism, team, Teambuilding, teams, Vivian Acquah, women --- ### [Amplify Your Voice - Seat At The Table Training](https://amplifydei.com/project/amplify-your-voice/) **Published:** September 16, 2023 **Author:** nl_pwrtlx **Content:** ## Amplify Your Voice - Seat At The Table ![Amplify Your Voice - Seat at The Table (2)](https://amplifydei.com/wp-content/uploads/2023/09/Amplify-Your-Voice-Seat-at-The-Table-2.jpg "Amplify Your Voice - Seat at The Table (2) - Amplify DEI") **Description** The Amplify Your Voice – Seat at The Table Training is a powerful, multifaceted programme that aims to provide a supportive and inclusive environment for underrepresented employees in the workplace. It has been carefully designed to enable them to advance their careers and broaden their horizons. One of the key areas of focus is the crucial role that leadership can play in creating an inviting and inclusive environment where every employee feels respected and valued. By fostering such an atmosphere, the barriers to promotion that often hinder underrepresented employees can be removed, allowing them to reach their full potential. Furthermore, this training empowers underrepresented employees by teaching them how to secure their place at the company table so they can expand their careers and influential positions. It also enables them to make their voices heard, leading to positive change in the company culture and making it possible to create a more welcoming and inclusive environment for everyone. Through engaging and informative modules, the training provides a comprehensive and valuable resource for career development and cultural change in the modern workplace. **Learning Objectives** - Gain actionable tips for leaders to foster equity, including access to mentorship programmes, career development opportunities, and setting measurable diversity and inclusion goals. - Explore effective strategies for underrepresented employees to cultivate their careers, secure their seat at the table, and build influential roles within their organisations. - Develop strong communication skills to advocate for yourself and others with clarity and confidence. - Recognise the potential of taking bold steps towards career growth and learn how to identify and seize new opportunities. - Build meaningful connections through facilitated networking opportunities, fostering collaboration and mutual support across teams and departments. **Programme Format** The **Amplify Your Voice – Seat at The Table Training** is available in various flexible formats to suit diverse organisational needs. It can be delivered as a concise 25-minute TED-style talk, an engaging 45-90 minute keynote (virtual or in-person), or a more in-depth half- or full-day workshop. Each format incorporates interactive elements, including peer-to-peer discussions and Q&A sessions, to ensure a highly engaging and impactful learning experience. **Key Benefits for Organisations and Participants** - **For Organisations**: This training enhances workplace diversity and inclusion, improves employee engagement, and unlocks fresh perspectives that drive innovation and growth. It positions organisations as leaders in equitable workplace practices, fostering a culture of respect and mutual success. - **For Participants**: It builds confidence, enhances leadership skills, and creates pathways to career advancement. Attendees leave with a clear understanding of how to advocate for themselves and others, contributing to a more positive and collaborative workplace. Take the next step in empowering your team and building a culture of inclusivity. Whether you’re a leader looking to drive organisational change or an employee seeking growth, the **Amplify Your Voice** training is the perfect opportunity to inspire transformation. Enrol today and start creating a brighter, more inclusive future. ## **Hire Vivian Acquah CDE® to speak at your next event or hire her for workshops!** [Click here to book your complimentary strategy call!](https://fill.formnx.com/f/17pf12) ![](https://amplifydei.com.dream.website/wp-content/uploads/2023/09/Vivian-Acquah-Amplify-DEI-Cards-Favicon--300x300.png "Vivian Acquah Amplify DEI Cards Favicon - Amplify DEI") Vivian is a great speaker who knows how to inspire an audience and convey a powerful message in a safe environment. Vivian is available for virtual keynotes, events, summits, workshops, roundtable discussions, webinars and podcast interviews. She knows how to inspire managers, inclusion professionals, HR professionals, L&D professionals and decision makers who want to do better when it comes to strengthening inclusion & employee sustainability. Warning: it is important to share that Vivian Acquah CDE® may sometimes talk about food during a presentation or a lecture, a few times during this talk. Please have your (healthy) snacks ready. Vivian Acquah cannot be held responsible for any (unhealthy) cravings. ## Inclusion Training/ Workshops [ ![Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/wp-content/uploads/2026/02/Strategy-Workshop-400x284.jpg) ](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters")## [Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters") [ ![Experience Design Thinking](https://amplifydei.com/wp-content/uploads/2026/02/Design-Thinking-400x284.jpg) ](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking")## [Experience Design Thinking](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking") [ ![Psychological Safety for Leaders](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-for-Leaders-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders")## [Psychological Safety for Leaders](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders") [ ![Psychological Safety Training for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-Training-for-Teams-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams")## [Psychological Safety Training for Teams](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams") [ ![Empowering Leadership with Cultural Intelligence](https://amplifydei.com/wp-content/uploads/2026/01/Empowering-Leadership-with-Cultural-Intelligence-400x284.jpg) ](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence")## [Empowering Leadership with Cultural Intelligence](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence") [ ![Cultural Intelligence for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Cultural-Intelligence-CQ-for-Teams-400x284.jpg) ](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams")## [Cultural Intelligence for Teams](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams") [ ![Inclusive Hiring](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Hiring-400x284.png) ](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring")## [Inclusive Hiring](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring") [ ![Inclusive Workshop Facilitation](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Workshop-Facilitation-400x284.png) ](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation")## [Inclusive Workshop Facilitation](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation") [« Older Entries](https://amplifydei.com/project/amplify-your-voice/page/2/?aioseo_llms_generation=1&et_portfolio) **Project Tags:** allyship, Amplify Your Voice, Career Development, DEI, Diversity, empowerment, Inclusion, Inclusive Leader, Inclusive Leadership, Keynote Speaker, Leader, Leadership, Leadership Development, Public Speaking, Speaker, Vivian Acquah --- ### [Pump Up The Jam - DEI Professionals](https://amplifydei.com/project/selfcare-dei-professionals/) **Published:** September 16, 2023 **Author:** nl_pwrtlx **Content:** ## Pump Up The Jam - DEI Professionals ![Pump Up The Jam - DEI Professionals](https://amplifydei.com/wp-content/uploads/2025/05/Pump-Up-The-Jam-For-DEI-Professionals.png "Pump Up The Jam For DEI Professionals - Amplify DEI") **Description** Pump Up The Jam for inclusion Professionals Training has been carefully compiled with insights from various experts in the field of inclusion. It recognises that the road to real change is often fraught with challenges and obstacles and therefore offers a comprehensive set of strategies and approaches to tackle these challenges. The programme is divided into different elements, each covering an important aspect of inclusion professionals. This ranges from understanding the basics of inclusion to more advanced topics such as developing effective inclusion strategies and policies. In addition, attention is also paid to promoting personal well-being and preventing burnout, which is crucial for those working in this demanding field. One of the unique features of this inclusion professionals training is its emphasis on practical application. Participants are given the opportunity to apply the theories and concepts they have learned through interactive exercises and group discussions. This not only helps to reinforce knowledge, but also enables participants to develop their own unique approaches and solutions. In addition, Pump Up The Jam’s DEI Professionals Training also offers opportunities for networking and peer support. Participants have the chance to learn from and connect with other inclusion professionals, which can lead to valuable collaborations and partnerships. Whether you are just starting your journey in the world of inclusion or are already an experienced professional, this programme provides you with the knowledge, skills and support you need to succeed. It is more than just training; it is an investment in yourself and in the future of your organisation. **Learning objectives** 1. Understand the unique challenges and rewards of working in the inclusion domain, including the need to constantly reorganise and adapt workplaces. 2. Recognise the signs of emotional exhaustion and burnout in the context of inclusion work and learn strategies for self-care and resilience. 3. Develop techniques to effectively manage emotions and personal experiences while maintaining professionalism in the workplace. 4. Improve communication skills to navigate difficult conversations and advocate for change with empathy and understanding. 5. Learn to set healthy boundaries and prioritise self-care to ensure long-term success and well-being in the inclusion profession. Format This training is usually delivered as a 1- to 2.5-hour keynote, virtually or in person, with time built in for peer-to-peer interaction with the audience and Q&A. It can range from a short 25-minute TED-style talk to a 60-90-minute keynote to a half- or full-day workshop with extensive interactive exercises. ## **Hire Vivian Acquah CDE® to speak at your next event or hire her for workshops!** [Click here to book your complimentary strategy call!](https://fill.formnx.com/f/17pf12) ![](https://amplifydei.com.dream.website/wp-content/uploads/2023/09/Vivian-Acquah-Amplify-DEI-Cards-Favicon--300x300.png "Vivian Acquah Amplify DEI Cards Favicon - Amplify DEI") Vivian is a great speaker who knows how to inspire an audience and convey a powerful message in a safe environment. Vivian is available for virtual keynotes, events, summits, workshops, roundtable discussions, webinars and podcast interviews. She knows how to inspire managers, inclusion professionals, HR professionals, L&D professionals and decision makers who want to do better when it comes to strengthening inclusion & employee sustainability. Warning: it is important to share that Vivian Acquah CDE® may sometimes talk about food during a presentation or a lecture, a few times during this talk. Please have your (healthy) snacks ready. Vivian Acquah cannot be held responsible for any (unhealthy) cravings. ## Amplify DEI Trainingen/ Workshops [ ![Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/wp-content/uploads/2026/02/Strategy-Workshop-400x284.jpg) ](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters")## [Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters") [ ![Experience Design Thinking](https://amplifydei.com/wp-content/uploads/2026/02/Design-Thinking-400x284.jpg) ](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking")## [Experience Design Thinking](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking") [ ![Psychological Safety for Leaders](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-for-Leaders-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders")## [Psychological Safety for Leaders](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders") [ ![Psychological Safety Training for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-Training-for-Teams-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams")## [Psychological Safety Training for Teams](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams") [ ![Empowering Leadership with Cultural Intelligence](https://amplifydei.com/wp-content/uploads/2026/01/Empowering-Leadership-with-Cultural-Intelligence-400x284.jpg) ](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence")## [Empowering Leadership with Cultural Intelligence](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence") [ ![Cultural Intelligence for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Cultural-Intelligence-CQ-for-Teams-400x284.jpg) ](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams")## [Cultural Intelligence for Teams](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams") [ ![Inclusive Hiring](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Hiring-400x284.png) ](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring")## [Inclusive Hiring](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring") [ ![Inclusive Workshop Facilitation](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Workshop-Facilitation-400x284.png) ](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation")## [Inclusive Workshop Facilitation](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation") [« Older Entries](https://amplifydei.com/project/selfcare-dei-professionals/page/2/?aioseo_llms_generation=1&et_portfolio) **Project Tags:** Burnout, DEI Manager, DEI Professionals, DGI Manager, Diversity, Employee Sustainability, Equity, Inclusion, Inclusion Professionals, Inclusive Leadership, Leadership, Pump Up The Jam, Vivian Acquah --- ### [Effective Employee Resource Groups: Driving Organizational Success](https://amplifydei.com/project/employee-resource-groups/) **Published:** September 16, 2023 **Author:** nl_pwrtlx **Content:** # Powerful Employee Resource Groups (ERGs) - Driving Organizational Success ![Employee Resource Groups, ERG, Inclusion, Diversity Vivian Acquah](https://amplifydei.com/wp-content/uploads/2023/08/Employee-Resource-Groups.jpg "Employee Resource Groups - Amplify DEI") #### Organizations continuously seek new approaches to enhance performance and productivity in the fast-paced business landscape, where adaptability and innovation are crucial for maintaining competitiveness. They are constantly on the lookout for strategies that not only enhance their bottom line but also foster a conducive and inclusive work environment. Amid these myriad strategies, one has emerged and steadily gained prominence due to its multifaceted benefits – the implementation of Employee Resource Groups (ERGs). Often employee-led and voluntarily formed, these groups have become a cornerstone in shaping an organization’s culture and driving its performance. As I delve deeper into this topic, you will explore the concept of ERGs, their benefits to an organization, and how they have become pivotal in the modern business landscape. ## **What are ERGs, and How Do They Benefit Organizations?** ERGs are voluntary, employee-led groups that foster a diverse, inclusive workplace aligned with organizational mission, values, goals, business practices, and objectives. They bring together employees who share characteristics, experiences, or interests, such as gender, race, religion, sexual orientation, or professional aspirations. Employee Resource Groups offer a plethora of benefits to organizations. They provide a platform for employees to voice their concerns, suggest ideas, and directly contribute to organizational policies. ERGs can also aid in talent acquisition, retention, and development, as they demonstrate the organization’s commitment to diversity, equity, and inclusion. Furthermore, ERGs can help improve customer insights and innovation by bringing diverse perspectives to the table. ## **Examples of Successful Employee Resource Groups** Successful Employee Resource Groups (ERGs) have significantly contributed to their organizations in the corporate landscape. For example, at [TIBCO](https://www.tibco.com/social-sustainability-initiatives), the BLADE ERG focuses on employees who identify themselves as Black, Latinx, and Allies driving Equity. They provide opportunities for growth, mentorship, empowerment, community-building, and innovation through educational programming and resources. Comcast NBCUniversal’s Veterans Network helps [military veterans](https://corporate.comcast.com/stories/serving-those-who-served-comcast-nbcuniversal-national-hire-a-veteran-day) transition into the corporate world and drive innovation. American Express Women’s Interest Network (WIN) ERG advances [women](https://www.americanexpress.com/en-us/careers/inclusion-and-diversity/index.html/) through professional development, mentorship, and networking. Employee Resource Groups, when effectively implemented, contribute to organizational success and foster diversity, equity, and inclusivity. ## **Research and Data Supporting ERGs** The research underscores the importance of active ERGs in driving organizational success. A [Boston Consulting Group study](https://www.bcg.com/publications/2018/how-diverse-leadership-teams-boost-innovation) found that companies with above-average diversity scores reported 19% higher innovation revenues. Moreover, a [McKinsey](https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-wins-how-inclusion-matters) report revealed that companies in the top quartile for racial and ethnic diversity are 35% more likely to have financial returns above their respective national industry medians. ## **Building and Maintaining an Effective ERG Program** Creating an effective Employee Resource Group involves clear goal setting, securing executive sponsorship, providing resources, and ensuring open communication channels. It’s crucial to regularly review and adjust the group’s objectives to align with the organization’s strategic goals. Celebrating small wins and acknowledging individual contributions can help maintain motivation and engagement. ## **Addressing Concerns and Challenges** Despite the numerous advantages, implementing ERGs can pose challenges. Some potential issues include lack of participation, resistance from management, or tokenism. These can be mitigated by positioning ERGs as strategic business partners, ensuring leadership buy-in, and promoting genuine, active participation rather than mere representation. ## **The Importance of Recognizing ERG Members’ Efforts Financially** Employee Resource Group members are pivotal in driving diversity, inclusion, and equity within organizations. Their work often extends beyond their regular job roles, contributing to a nurturing work environment that values diverse perspectives and experiences. Despite these significant contributions, ERG members are frequently not compensated for this additional, impactful work. Recognizing their efforts through appropriate compensation is crucial. For instance, companies like Intel provide financial rewards to ERG leaders and members for their contributions toward the company’s diversity and inclusion goals. Similarly, Autodesk has an ERG Annual Appreciation Bonus for ERG leads. Autodesk is granting their global ERG leads an appreciation bonus of $10,000, or the local currency equivalent. [LinkedIn](https://www.shrm.org/resourcesandtools/hr-topics/behavioral-competencies/global-and-cultural-effectiveness/pages/linkedin-to-give-global-erg-co-chairs-10000-yearly.aspx#:~:text=LinkedIn%20is%20joining%20the%20short,of%20their%20two%2Dyear%20terms.) is compensating their 20 ERG co-chairs $10,000 for each year of their two-year terms. These practices not only validate the value of ERGs but also foster continued commitment while demonstrating the organization’s dedication to diversity, equity and inclusion. Acknowledging ERG members’ work through appropriate compensation is an important step toward ensuring the sustainability and effectiveness of these groups. ## **ERGs in the Current Social and Political Climate** In the current social and political climate, where calls for equity and social justice are more potent than ever, Employee Resource Groups play a pivotal role. They provide a space for dialogue, understanding, and action, helping organizations to respond effectively and empathetically to these pressing issues. ## **Conclusion: Call to Action** In conclusion, active ERGs are a powerful tool for enhancing organizational performance. They foster a culture of inclusivity, drive innovation, and contribute to better business outcomes. As we navigate the complexities of the modern workplace, it’s time for organizations to prioritize ERGs and promote active participation. Let’s harness the power of diversity and turn our workplaces into vibrant, inclusive, and high-performing communities. ### **Need support in Amplifying DEI from within?** ![Amplify DEI Cards](https://amplifydei.com/wp-content/uploads/2023/01/Amplify-DEI-Self-Team-Cards-1-1024x576.jpg "- Amplify DEI") The [Amplify DEI Card decks](https://card.amplifydei.com/) are designed to support you in creating more inclusive environments and encouraging conversation. Increase your self and team awareness with the [Amplify DEI Cards](https://card.amplifydei.com/). [***Click here to learn more about the Amplify DEI Cards***](https://card.amplifydei.com/). ## ## **Hire Vivian Acquah CDE® to speak at your next event or hire her for workshops! [Click here to book your complimentary strategy call!](https://fill.formnx.com/f/17pf12) ![Vivian Acquah wearing a head wrap with purple ombre braids in an updo](https://amplifydei.com/wp-content/uploads/2025/06/Vivian-Acquah-Certified-Inclusion-Strategist-Amplify-DEI-DEI-Strategist.png "Vivian Acquah Certified Inclusion Strategist Amplify DEI DEI Strategist - Amplify DEI") Vivian is a great speaker who knows how to inspire an audience and convey a powerful message in a safe environment. Vivian is available for virtual keynotes, events, summits, workshops, roundtable discussions, webinars and podcast interviews. She knows how to inspire managers, inclusion professionals, HR professionals, L&D professionals and decision makers who want to do better when it comes to strengthening inclusion & employee sustainability. Warning: it is important to share that Vivian Acquah CDE® may sometimes talk about food during a presentation or a lecture, a few times during this talk. Please have your (healthy) snacks ready. Vivian Acquah cannot be held responsible for any (unhealthy) cravings. ## Inclusion Training/ Workshops [ ![Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/wp-content/uploads/2026/02/Strategy-Workshop-400x284.jpg) ](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters")## [Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters") [ ![Experience Design Thinking](https://amplifydei.com/wp-content/uploads/2026/02/Design-Thinking-400x284.jpg) ](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking")## [Experience Design Thinking](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking") [ ![Psychological Safety for Leaders](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-for-Leaders-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders")## [Psychological Safety for Leaders](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders") [ ![Psychological Safety Training for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-Training-for-Teams-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams")## [Psychological Safety Training for Teams](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams") [ ![Empowering Leadership with Cultural Intelligence](https://amplifydei.com/wp-content/uploads/2026/01/Empowering-Leadership-with-Cultural-Intelligence-400x284.jpg) ](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence")## [Empowering Leadership with Cultural Intelligence](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence") [ ![Cultural Intelligence for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Cultural-Intelligence-CQ-for-Teams-400x284.jpg) ](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams")## [Cultural Intelligence for Teams](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams") [ ![Inclusive Hiring](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Hiring-400x284.png) ](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring")## [Inclusive Hiring](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring") [ ![Inclusive Workshop Facilitation](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Workshop-Facilitation-400x284.png) ](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation")## [Inclusive Workshop Facilitation](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation") [« Older Entries](https://amplifydei.com/project/employee-resource-groups/page/2/?aioseo_llms_generation=1&et_portfolio) ## What in an employee resource group? #### What is an employee resource group? An employee resource group (ERG) is a voluntary, employee-led group within an organisation, formally supported by the company, that brings together employees who share common identities, backgrounds, interests, or experiences. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### What are the main goals of an employee resource group in a workplace? Employee Resource Groups (ERGs) foster inclusion, support, and growth by: - Advocating for underrepresented groups - Building community and safe spaces - Supporting career development through mentorship and networking - Shaping culture and promoting diversity - Driving impact by aligning with business goals ERGs empower employees while advancing organisational objectives. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### What role do ERGs play in fostering an inclusive workplace culture ERGs act as catalysts for inclusion by building community, amplifying underrepresented voices, educating the workforce, supporting career growth, and influencing positive organisational change. Their presence signals a genuine commitment to diversity, equity, and inclusion, benefiting both employees and the organisation as a whole. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### How do ERGs create safe spaces for employee support and expression? ERGs act as catalysts for inclusion by building community, amplifying underrepresented voices, educating the workforce, supporting career growth, and influencing positive organisational change. Their presence signals a genuine commitment to diversity, equity, and inclusion, which benefits both employees and the organisation as a whole. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### In what ways do ERGs drive cultural awareness and reduce biases? ERGs play a vital role in building cultural awareness and reducing bias by educating employees, facilitating open conversations, advocating for inclusive policies, and promoting empathy and self-reflection throughout the organisation. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### In what ways do ERGs influence the development of inclusive policies? ERGs play a pivotal role in shaping, informing, and advocating for inclusive workplace policies by representing diverse perspectives, collaborating with leadership, and ensuring that policies are grounded in real employee experiences and needs. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! **Project Tags:** Business Resource Groups, DEI, Diversity, Employee Resource Groepen, Employee Resource Groups, Equity, ERG, ERG's, Inclusion, Inclusive Leadership, Netwerkgroups, Vivian Acquah --- ### [Amplify DEI Hackathon For Inclusion](https://amplifydei.com/project/amplify-dei-hackathon/) **Published:** September 16, 2023 **Author:** nl_pwrtlx **Content:** # Amplify DEI Hackathon ![NL Training Amplify DEI Hackathon Vivian Acquah](https://amplifydei.com/wp-content/uploads/2023/09/NL-Training-Amplify-DEI-Hackathon.jpg "NL Training Amplify DEI Hackathon Vivian Acquah - Amplify DEI") **Description** Step into the future of Inclusion and high – performance with the Amplify DEI Hackathon. This transformative session is not just a workshop, but a springboard that will launch your organisation to the forefront of the DEI movement. The Amplify DEI Hackathon harnesses the power of design thinking – an innovative, systematic approach to problem solving that will revolutionise your inclusion strategy. With its iterative process of challenging assumptions, redefining problems and identifying alternative solutions, design thinking provides the tools needed to find groundbreaking solutions that drive real change. But what makes design thinking the winning formula for inclusion? At its core is a human-centred philosophy. This unique approach recognises the complexity of the human experience and asks the crucial question: ‘What does the employee really want?’ In the realm of inclusion, where empathy, honesty and forward thinking are paramount, this question becomes a beacon that guides us to meaningful, impactful solutions. By participating in the Amplify DEI Hackathon, you are not just attending an event, you are immersing yourself in a dynamic problem-solving environment. You will gain invaluable insights into how to embed inclusoin in the DNA of your organisation, leveraging the different perspectives that fuel innovation and drive business growth. However, the true magic of the Amplify DEI Hackathon lies in Vivian Acquah’s tailor-made approach. She recognises that every organisation has unique challenges and strengths. That is why Vivian has developed her own model, based on design thinking principles, tailor-made for inclusion. She works closely with you and places you at the heart of the inclusionI journey to develop tailor-made solutions that meet your specific needs and those of your employees. Embrace the Amplify DEI Hackathon and let us guide you on your journey to creating an inclusive, equitable and diverse future for your organisation. The time for change is now. Seize the opportunity to make inclusion more than an initiative – make it an integral part of your organisation’s ethos. Learning objectives 1. Understand the fundamentals of inclusion: The Amplify DEI Hackathon aims to help participants fully understand the core concepts and importance of inclusion in today’s business landscape. 2. Apply Design Thinking to inclusion challenges: Participants will learn how to use the innovative methodology of design thinking to address and solve inclusion related problems within their organisations. 3. Develop customised inclusion strategies: With Vivian’s customised approach, participants will be equipped with the skills to create inclusion strategies specifically designed for the unique needs and goals of their organisation. 4. Improve collaborative problem-solving skills: The hackathon is designed to foster a cooperative environment, where participants learn how to collaborate effectively, share ideas, and build solutions that can bring about meaningful change in their organisations. 5. Test and improve inclusion initiatives: Participants gain insight into how they can continuously test, refine and improve their inclusion initiatives to ensure they are effective and impactful in the long term. Format The Amplify DEI Hackathon is structured as follows: a maximum group size of 15 people, an interactive 3.5-hour session. ## **Hire Vivian Acquah CDE® to support your organisation! [Click here to book your complimentary strategy call!](https://fill.formnx.com/f/17pf12) ![Vivian Acquah wearing a head wrap with purple ombre braids in an updo](https://amplifydei.com/wp-content/uploads/2025/06/Vivian-Acquah-Certified-Inclusion-Strategist-Amplify-DEI-DEI-Strategist.png "Vivian Acquah Certified Inclusion Strategist Amplify DEI DEI Strategist - Amplify DEI") Vivian is a great speaker who knows how to inspire an audience and convey a powerful message in a safe environment. Vivian is available for virtual keynotes, events, summits, workshops, roundtable discussions, webinars and podcast interviews. She knows how to inspire managers, inclusion professionals, HR professionals, L&D professionals and decision makers who want to do better when it comes to strengthening inclusion & employee sustainability. Warning: it is important to share that Vivian Acquah CDE® may sometimes talk about food during a presentation or a lecture, a few times during this talk. Please have your (healthy) snacks ready. Vivian Acquah cannot be held responsible for any (unhealthy) cravings. ## Inclusion Training/ Workshops [ ![Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/wp-content/uploads/2026/02/Strategy-Workshop-400x284.jpg) ](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters")## [Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters") [ ![Experience Design Thinking](https://amplifydei.com/wp-content/uploads/2026/02/Design-Thinking-400x284.jpg) ](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking")## [Experience Design Thinking](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking") [ ![Psychological Safety for Leaders](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-for-Leaders-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders")## [Psychological Safety for Leaders](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders") [ ![Psychological Safety Training for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-Training-for-Teams-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams")## [Psychological Safety Training for Teams](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams") [ ![Empowering Leadership with Cultural Intelligence](https://amplifydei.com/wp-content/uploads/2026/01/Empowering-Leadership-with-Cultural-Intelligence-400x284.jpg) ](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence")## [Empowering Leadership with Cultural Intelligence](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence") [ ![Cultural Intelligence for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Cultural-Intelligence-CQ-for-Teams-400x284.jpg) ](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams")## [Cultural Intelligence for Teams](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams") [ ![Inclusive Hiring](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Hiring-400x284.png) ](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring")## [Inclusive Hiring](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring") [ ![Inclusive Workshop Facilitation](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Workshop-Facilitation-400x284.png) ](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation")## [Inclusive Workshop Facilitation](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation") [« Older Entries](https://amplifydei.com/project/amplify-dei-hackathon/page/2/?aioseo_llms_generation=1&et_portfolio) ## What is an inclusion hackathon? #### What is an Inclusion Hackathon? An inclusion hackathon is a collaborative event specifically designed to foster inclusion by bringing together participants from diverse backgrounds to solve challenges related to inclusion in workplaces, technology, and society. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### Why Inclusion Hackathons matter? Inclusive hackathons not only generate practical solutions to pressing social and organisational challenges but also help shift mindsets, build awareness, and encourage ongoing participation in diversity and inclusion efforts. By valuing every participant’s perspective, these events drive innovation and create lasting positive impact. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### What topics are typically addressed in an inclusion hackathon? Inclusion hackathons address key diversity, equity, and inclusion (DEI) challenges across workplaces and communities. Topics range from disability accessibility and bias in hiring to pay equity, LGBTQIA+ inclusivity, and digital inequality. These events use collaborative problem-solving and design thinking to create actionable solutions. The goal is to foster real-world change by tackling systemic barriers and promoting accountability. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### How can participating in an inclusion hackathon improve my understanding of workplace culture? An inclusion hackathon offers a unique, immersive opportunity to experience and influence workplace culture, making abstract concepts of inclusion, diversity, and collaboration tangible and actionable. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### What are the key benefits of organizing or joining an inclusion hackathon? Inclusion hackathons are powerful tools for driving innovation, building inclusive cultures, empowering individuals, and making a tangible impact within organisations and beyond. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### Why do inclusion hackathons enhance collaboration and empathy among participants? Inclusion hackathons create an environment where collaboration and empathy naturally flourish by prioritizing diversity, open communication, and shared ownership of solutions, ultimately leading to stronger, more cohesive teams Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! **Project Tags:** Agile, Brainstorm, Brainstorming, DEI, Design Thinking, Diversity, Diversity Equity Inclusion, Employee Resource Groups, Equity, ERG, ERG's, Hackathon, Inclusion, Inclusive Leadership, Leadership, Netwerkgroepen, Vivian Acquah --- ### [Amplify Intersectionality at Work](https://amplifydei.com/project/intersectionality-at-work/) **Published:** September 25, 2023 **Author:** Vivian Acquah **Content:** ## Amplify Intersectionality at Work ![Amplify Intersectionaliteit op Het Werk](https://amplifydei.com/wp-content/uploads/2025/05/Amplify-Intersectionality-In-The-Workplace-4.png "Amplify Intersectionality In The Workplace Vivian Acquah DEI Inclusion Diversity - Amplify DEI") **Description** The aim of the Amplify Intersectionality at Work training is to unravel this complexity by exploring intersectionality in the workplace in depth. We delve into the nuances of different intersectional identities, including but not limited to gender, ethnicity, sexual orientation and abilities, and how these influence a person’s experiences and opportunities in the professional sphere. Participants are encouraged to engage in introspection and share their personal experiences, fostering empathy and understanding within the group. This safe and supportive environment promotes open discussion, leading to a richer understanding of the multifaceted nature of intersectionality. The training also provides participants with practical strategies to address and reduce the effects of intersectional discrimination in the workplace. By applying an intersectional lens to policies, practices and everyday interactions, participants can contribute to a more inclusive and equitable work environment. Furthermore, the training encourages proactive steps towards change. Participants are empowered to become advocates for diversity, equity, and inclusion and are encouraged to challenge systemic biases and work to dismantle oppressive structures within their organisations. At the end of the Amplify Intersectionality at Work Training, participants will not only have a deeper understanding of intersectionality, but also the tools and motivation to bring about meaningful change. They will be prepared to advocate for a workplace that respects and celebrates the diverse identities of all its members, fostering an inclusive culture where everyone has the opportunity to thrive. Learning objectives 1. Gain a thorough understanding of intersectionality and its importance in addressing injustice in the workplace. 2. Reflect on your own intersectional identities and how these experiences may influence your workplace. 3. Learn to identify and recognise the complex interactions between different power structures within the organisation. 4. Understand how to apply an intersectional framework in organisational settings. 5. Explore how to support and advocate for colleagues with different intersectional identities to create a more inclusive and equitable workplace. Format The Amplify Intersectionality at Work training is typically delivered as a 45-90 minute keynote, virtual or in person, with time built in for peer-to-peer interaction with the audience and Q&A. It can range from a short 25-minute TED-style talk to a 60-90 minute keynote to a half-day or full-day workshop with extensive interactive exercises. ## **Hire Vivian Acquah CDE® to speak at your next event or hire her for workshops!** [Click here to book your complimentary strategy call!](https://fill.formnx.com/f/17pf12) Vivian is a great speaker who knows how to inspire an audience and convey a powerful message in a safe environment. Vivian is available for virtual keynotes, events, summits, workshops, roundtable discussions, webinars and podcast interviews. She knows how to inspire managers, inclusion professionals, HR professionals, L&D professionals and decision makers who want to do better when it comes to strengthening inclusion & employee sustainability. Warning: it is important to share that Vivian Acquah CDE® may sometimes talk about food during a presentation or a lecture, a few times during this talk. Please have your (healthy) snacks ready. Vivian Acquah cannot be held responsible for any (unhealthy) cravings. ![Vivian Acquah wearing a head wrap with purple ombre braids in an updo](https://amplifydei.com/wp-content/uploads/2025/06/Vivian-Acquah-Certified-Inclusion-Strategist-Amplify-DEI-DEI-Strategist.png "Vivian Acquah Certified Inclusion Strategist Amplify DEI DEI Strategist - Amplify DEI") ## Amplify DEI Trainingen/ Workshops [ ![Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/wp-content/uploads/2026/02/Strategy-Workshop-400x284.jpg) ](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters")## [Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters") [ ![Experience Design Thinking](https://amplifydei.com/wp-content/uploads/2026/02/Design-Thinking-400x284.jpg) ](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking")## [Experience Design Thinking](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking") [ ![Psychological Safety for Leaders](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-for-Leaders-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders")## [Psychological Safety for Leaders](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders") [ ![Psychological Safety Training for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-Training-for-Teams-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams")## [Psychological Safety Training for Teams](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams") [ ![Empowering Leadership with Cultural Intelligence](https://amplifydei.com/wp-content/uploads/2026/01/Empowering-Leadership-with-Cultural-Intelligence-400x284.jpg) ](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence")## [Empowering Leadership with Cultural Intelligence](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence") [ ![Cultural Intelligence for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Cultural-Intelligence-CQ-for-Teams-400x284.jpg) ](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams")## [Cultural Intelligence for Teams](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams") [ ![Inclusive Hiring](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Hiring-400x284.png) ](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring")## [Inclusive Hiring](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring") [ ![Inclusive Workshop Facilitation](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Workshop-Facilitation-400x284.png) ](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation")## [Inclusive Workshop Facilitation](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation") [« Older Entries](https://amplifydei.com/project/intersectionality-at-work/page/2/?aioseo_llms_generation=1&et_portfolio) ## Why is intersectionality important for the workplace? #### Why is intersectionality important for the workplace? Intersectionality is essential for building a workplace where everyone can thrive. It creates a culture of true inclusion, drives innovation, and ensures that DEI initiatives deliver on their promise for all employees—not just a select few. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/)! Don’t wait – empower your team today! #### How does intersectionality help me see the full scope of employee needs? Intersectionality equips you to recognise and respond to the real, lived experiences of all employees—especially those whose needs might otherwise be overlooked—leading to a more inclusive, equitable, and high-performing workplace. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/)! Don’t wait – empower your team today! #### How can applying intersectionality boost innovation in my workplace Applying intersectionality in the workplace ensures every voice is heard, fostering collaboration, creativity, and innovative solutions that drive success. This approach boosts innovation, employee satisfaction, retention, and competitiveness. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/)! Don’t wait – empower your team today! #### How does intersectionality unlock new ideas and creative solutions in my team? Intersectionality transforms your team into a powerhouse of creativity and innovation by ensuring every voice is heard and every perspective is valued. This not only leads to better solutions and products but also drives business success and resilience in a rapidly changing world. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/)! Don’t wait – empower your team today! #### What hidden forms of discrimination can intersectionality reveal for me? Intersectionality helps you see beyond surface-level discrimination, revealing the complex, intertwined, and often hidden ways that power, privilege, and exclusion operate. This insight is essential for creating truly inclusive policies and environments that address the needs of all employees, especially those who are most at risk of being overlooked Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/)! Don’t wait – empower your team today! #### How does an intersectional approach improve decision-making and policies? An intersectional approach leads to smarter, fairer, and more effective decision-making and policies by accounting for the real, lived complexity of people’s identities and experiences—ultimately resulting in more equitable and inclusive outcomes for all Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/)! Don’t wait – empower your team today! **Project Tags:** Bias, Cultural Intelligence, Cultural Sensitivity, Culture, Cultuur, DEI, Inclusion, intersectionality, Leadership, teams, Unconscious Bias, Vivian Acquah --- ### [Amplify Inclusive Leadership](https://amplifydei.com/project/inclusive-leadership/) **Published:** September 12, 2023 **Author:** nl_pwrtlx **Content:** ![](https://amplifydei.com/wp-content/uploads/2023/09/Amplify-Inclusive-Leadership-Training-Vivian-Acquah-Amplify-DEI.png "Amplify Inclusive Leadership Training Vivian Acquah Amplify DEI - Amplify DEI") **Description** The Amplify Inclusive Leadership Training is a comprehensive training that focuses on enabling participants to master the core principles of inclusive leadership in today’s diverse business landscape. The training uses a dynamic and engaging approach to help participants develop a deep understanding of promoting diversity, equity and inclusion in the workplace. Using a unique blend of theoretical frameworks, interactive slides and real-world examples, the Amplify Inclusive Leadership training equips participants with the skills and knowledge they need to drive meaningful change in their organisations. The training also places a strong emphasis on fostering empathy, promoting teamwork, improving communication and ensuring accountability in the workplace. Whether you are a seasoned executive, a first-time manager or a self-leader, Amplify’s Inclusive Leadership training can help you unlock your full potential as a leader while driving positive change in your organisation. **Learning objectives** 1. Develop a deep understanding of concepts around diversity, equity and inclusion and their significance in modern businesses. 2. Develop empathy and emotional intelligence to better connect with colleagues from different backgrounds. 3. Strengthen teamwork by valuing individual differences and leveraging the power of diverse perspectives for problem solving and innovation. 4. Establish measures to ensure the progress of diversity, equity and inclusion initiatives. 5. Learn strategies to drive organisational change by advocating for and implementing inclusive leadership practices. **Format** This training is usually delivered as a 45-90 minute keynote, virtual or in person, with time built in for peer-to-peer interaction with the audience and Q&A. It can range from a short 25-minute TED-style talk to a 60-90 minute keynote to a half- or full-day workshop with extensive interactive exercises. ## **Interested in having Vivian Acquah CDE® speak at your** **next event or hire her for workshops?** [Click here to book your complimentary strategy call!](https://fill.formnx.com/f/17pf12) ![](https://amplifydei.com.dream.website/wp-content/uploads/2023/09/Vivian-Acquah-Amplify-DEI-Cards-Favicon--300x300.png "Vivian Acquah Amplify DEI Cards Favicon - Amplify DEI") Vivian is a great speaker who knows how to inspire an audience and convey a powerful message in a safe environment. Vivian is available for virtual keynotes, events, summits, workshops, roundtable discussions, webinars and podcast interviews. She knows how to inspire managers, inclusion professionals, HR professionals, L&D professionals and decision makers who want to do better when it comes to strengthening inclusion & employee sustainability. Warning: it is important to share that Vivian Acquah CDE® may sometimes talk about food during a presentation or a lecture, a few times during this talk. Please have your (healthy) snacks ready. Vivian Acquah cannot be held responsible for any (unhealthy) cravings. ## Inclusion Training/ Workshops [ ![Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/wp-content/uploads/2026/02/Strategy-Workshop-400x284.jpg) ](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters")## [Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters") [ ![Experience Design Thinking](https://amplifydei.com/wp-content/uploads/2026/02/Design-Thinking-400x284.jpg) ](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking")## [Experience Design Thinking](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking") [ ![Psychological Safety for Leaders](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-for-Leaders-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders")## [Psychological Safety for Leaders](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders") [ ![Psychological Safety Training for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-Training-for-Teams-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams")## [Psychological Safety Training for Teams](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams") [ ![Empowering Leadership with Cultural Intelligence](https://amplifydei.com/wp-content/uploads/2026/01/Empowering-Leadership-with-Cultural-Intelligence-400x284.jpg) ](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence")## [Empowering Leadership with Cultural Intelligence](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence") [ ![Cultural Intelligence for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Cultural-Intelligence-CQ-for-Teams-400x284.jpg) ](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams")## [Cultural Intelligence for Teams](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams") [ ![Inclusive Hiring](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Hiring-400x284.png) ](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring")## [Inclusive Hiring](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring") [ ![Inclusive Workshop Facilitation](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Workshop-Facilitation-400x284.png) ](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation")## [Inclusive Workshop Facilitation](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation") [« Older Entries](https://amplifydei.com/project/inclusive-leadership/page/2/?aioseo_llms_generation=1&et_portfolio) **Project Tags:** Amplify Inclusive Leadership, DEI, Diversity, Diversity Equality Diversity, Diversity Equity Inclusion, Equity, ERG's, Inclusion, Inclusive, Inclusive Leadership, Leader, Leadership, Self Leadership, Vivian Acquah --- ### [Amplify Empathy with Virtual Reality](https://amplifydei.com/project/empathy-virtual-reality/) **Published:** September 12, 2023 **Author:** nl_pwrtlx **Content:** ![Amplify Empathie met Virtual Reality BNR Radio Kennisplatform Inclusief Samenleven Effectieve antidiscriminatie-interventie Vivian Acquah Anita Abaisa](https://amplifydei.com/wp-content/uploads/2025/05/Amplify-Empathy-with-Virtual-Reality-Amplify-DEI-Vivian-Acquah.png "Amplify Empathy with Virtual Reality Amplify DEI Vivian Acquah - Amplify DEI") **Description** Fantastic news! The Amplify Empathy with Virtual Reality training programme has been approved by the *Kennisplatform Inclusief Samenleven ( Dutch* Knowledge Platform for Inclusive Living) as an [effective anti-discrimination intervention.](https://www.kis.nl/database-antidiscriminatie-interventies/amplify-empathie-met-virtual-reality) The Amplify Empathy with Virtual Reality training uses the most advanced technology to create a safe, supportive and effective learning environment. It offers participants the opportunity to step into the shoes of others and experience life from their perspective. This helps to understand the prejudices and behaviours that affect underrepresented groups and slowly break them down as empathy grows. This innovative training is designed to strengthen empathy and thereby contribute to diversity, equity and inclusion (DEI) in the workplace. Through virtual reality, participants can immerse themselves in different realistic scenarios and situations. This helps them gain a deeper understanding and appreciation of the experiences and challenges of others, ultimately leading to greater empathy and understanding within teams. The training also goes beyond simply building empathy. It promotes nuanced communication and interpersonal awareness, which are essential for fostering a positive and productive work culture. With the tools and insights provided in this training, teams can approach complex and sensitive interpersonal situations with greater depth and sensitivity. In short, the Amplify Empathy with Virtual Reality training programme is not only an investment in your employees, but also in the future of your organisation. By investing in a healthy, inclusive and empathetic work environment, you contribute to the overall well-being, job satisfaction and retention of your employees. [![](https://amplifydei.com/wp-content/uploads/2025/06/Amplify-Empathy-with-Virtual-Reality-VR-1024x576.png "Amplify Empathy with Virtual Reality VR - Amplify DEI")](https://www.pwc.co.uk/services/technology/immersive-technologies/study-into-vr-training-effectiveness.html) This training has received multiple 8+ ratings for the impact it has had on the lives of participants. Click here to watch the video from [VodafoneZiggo](https://www.canva.com/design/DAFNx-FUV1Y/watch), in which 100 leaders experienced what it is like to walk in someone else’s shoes. Click here for the story of [Heineken](https://llink.to/?u=https:%2F%2Fwww.linkedin.com%2Ffeed%2Fupdate%2Furn:li:activity:6989107395830415361%2F&e=659d474c358bc73c97099068e4a819d1), where Procument leaders strengthened their empathy. **Learning objectives** 1. Understand the importance of empathy in promoting a healthy and inclusive work environment. 2. Experience compelling virtual reality scenarios that provide insight into different perspectives and challenges faced by colleagues. 3. Develop emotional intelligence and active listening skills to better understand and support team members from different backgrounds. 4. Participate in meaningful group discussions and question-and-answer sessions to reflect on personal experiences and learn from others. 5. Identify and implement micro-actions that contribute to creating a more equitable and supportive workplace. **Format** The Amplify Empathy with Virtual Reality Training is structured as follows: a maximum group size of 10 people, an interactive session of 3.5 hours, followed by a presentation and question-and-answer session of 20 minutes, for a total of 4 hours of immersive learning. (It is also possible to train 100 people in one day.) The training can be shortened to 3 hours per session. Through this unique combination of virtual reality experiences and interactive discussions, participants will be empowered to create a more empathetic, fair and inclusive work environment for everyone. ![](https://amplifydei.com/wp-content/uploads/2025/05/Amplify-Empathy-Impact-Testimonials.png "Amplify Empathy with Virtual Reality Impact - Testimonials Bias Training High Performance Training - Amplify DEI") ## **Interested in having Vivian Acquah CDE® speak at your** **next event or hire her for workshops?** [Click here to book your complimentary strategy call!](https://fill.formnx.com/f/17pf12) ![Vivian Acquah wearing a head wrap with purple ombre braids in an updo](https://amplifydei.com/wp-content/uploads/2025/06/Vivian-Acquah-Certified-Inclusion-Strategist-Amplify-DEI-DEI-Strategist.png "Vivian Acquah Certified Inclusion Strategist Amplify DEI DEI Strategist - Amplify DEI") Vivian is a great speaker who knows how to inspire an audience and convey a powerful message in a safe environment. Vivian is available for virtual keynotes, events, summits, workshops, roundtable discussions, webinars and podcast interviews. She knows how to inspire managers, inclusion professionals, HR professionals, L&D professionals and decision makers who want to do better when it comes to strengthening inclusion & employee sustainability. Warning: it is important to share that Vivian Acquah CDE® may sometimes talk about food during a presentation or a lecture, a few times during this talk. Please have your (healthy) snacks ready. Vivian Acquah cannot be held responsible for any (unhealthy) cravings. ## Inclusion Training/ Workshop [ ![Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/wp-content/uploads/2026/02/Strategy-Workshop-400x284.jpg) ](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters")## [Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters") [ ![Experience Design Thinking](https://amplifydei.com/wp-content/uploads/2026/02/Design-Thinking-400x284.jpg) ](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking")## [Experience Design Thinking](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking") [ ![Psychological Safety for Leaders](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-for-Leaders-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders")## [Psychological Safety for Leaders](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders") [ ![Psychological Safety Training for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-Training-for-Teams-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams")## [Psychological Safety Training for Teams](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams") [ ![Empowering Leadership with Cultural Intelligence](https://amplifydei.com/wp-content/uploads/2026/01/Empowering-Leadership-with-Cultural-Intelligence-400x284.jpg) ](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence")## [Empowering Leadership with Cultural Intelligence](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence") [ ![Cultural Intelligence for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Cultural-Intelligence-CQ-for-Teams-400x284.jpg) ](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams")## [Cultural Intelligence for Teams](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams") [ ![Inclusive Hiring](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Hiring-400x284.png) ](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring")## [Inclusive Hiring](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring") [ ![Inclusive Workshop Facilitation](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Workshop-Facilitation-400x284.png) ](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation")## [Inclusive Workshop Facilitation](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation") [« Older Entries](https://amplifydei.com/project/empathy-virtual-reality/page/2/?aioseo_llms_generation=1&et_portfolio) ## What is the impact of using Virtual Reality for Inclusion training? #### What is the impact of using Virtual Reality for Inclusion training? VR inclusion training stands out for its ability to foster empathy, improve bias recognition, and provide a safe, engaging, and effective learning environment. This leads to more inclusive behaviors, stronger team cohesion, and a workplace culture where diversity is better understood and valued. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### How does VR training improve my ability to recognize unconscious biases? VR training is highly effective for helping you recognise unconscious biases because it simulates real-world experiences, enhances empathy, and provides practical, memorable lessons that translate into greater awareness and action in the workplace. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### Why is VR more effective than traditional methods for recognizing biases? Virtual Reality (VR) is more effective than traditional methods for recognising biases because it provides an immersive, experiential learning environment that directly engages participants’ emotions, perspectives, and cognitive processes in ways that lectures or e-learning cannot. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### Why do immersive experiences in VR lead to better bias awareness? Immersive experiences in Virtual Reality (VR) lead to better bias awareness because they allow individuals to directly embody the perspectives of others, making the effects of bias and exclusion deeply personal and memorable. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### In what ways does VR help me understand societal biases better than other methods? Virtual Reality (VR) helps you understand societal biases better than other methods by providing immersive, first-person experiences that foster empathy, perspective-taking, and deep self-reflection—key factors in recognising and addressing bias. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### Why is perspective-taking in VR more effective than reading or watching about bias Perspective-taking in Virtual Reality (VR) is more effective than reading or watching about bias because it creates a deeply immersive, first-person experience that directly engages both emotions and cognition, leading to greater empathy, awareness, and behavioral change. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! **Project Tags:** Biases, Conflict, DEI, Diversity Equality Inclusion, Diversity Equity Inclusion, Empathy, Equality, High Performing Teams, Inclusion, Inclusive Leader, Inclusive Leadership, Leader, Leadership, Leadership Development, Leadership Training, microaggression, microaggressions, team, Teambuilding, teams, Toxic Workplace, Unconscious Bias, Virtual Reality, Vivian Acquah, VR --- ### [Activating Neuroinclusive Leadership](https://amplifydei.com/project/activating-neuroinclusive-leadership/) **Published:** March 4, 2025 **Author:** Vivian Acquah **Content:** # Activating Neuroinclusive Leadership ![Activeren van neuroinclusief leiderschap neurodiversiteit diversiteit Vivian Acquah](https://amplifydei.com/wp-content/uploads/2025/03/Activating-Neuroinclusive-Leadership-Vivian-Acquah-Amplify-DEI.png "Activating Neuroinclusive Leadership Vivian Acquah Amplify DEI - Amplify DEI") **Description** The training **Activating Neuroinclusive Leadership** offers a rich and immersive exploration of how neurodiversity can be effectively integrated into leadership practices. Designed for managers, executives, and leaders seeking to foster inclusivity, this programme equips participants with the tools and strategies needed to create environments where every team member can thrive. The training begins with a comprehensive overview of neurodiversity, demystifying key concepts and highlighting why understanding and appreciating neurodiverse perspectives is essential in today’s workplaces. Participants will explore the critical role of neuro-inclusive leadership and learn actionable approaches to champion diversity and inclusivity at every level of their organisation. By embedding the principles of neuroinclusive leadership into day-to-day practices, organisations will not only create a more supportive and harmonious environment, but they’ll also reap the rewards of higher creativity, resilience, and performance. This training is a step towards a future where every mind counts and everyone contributes to success. Whether your organisation is just beginning its neurodiversity journey or looking to refine existing initiatives, this course will provide valuable insights and practical solutions. Take the first step in empowering your leadership skills by enrolling today! **Learning objectives** 1. Understand the concept of neurodiversity and its importance in the workplace. 2. Recognise the value of neuro-inclusive leadership in fostering diverse teams. 3. Learn strategies for integrating neurodiversity into leadership practices. 4. Identify ways to create an environment that embraces and supports neurodivergent team members. 5. Develop skills to leverage the unique strengths of neurodivergent individuals. Format Activating Neuroinclusive Leadership is typically delivered as a 45-90 minute keynote, virtual or in person, with time built in for peer-to-peer interaction with the audience and Q&A. It can range from a short 25-minute TED-style talk to a 60-90 minute keynote to a half- or full-day workshop with extensive interactive exercises. ## **Hire Vivian Acquah CDE® to speak at your next event or hire her for workshops!** [Click here to book your complimentary strategy call!](https://fill.formnx.com/f/17pf12) Vivian is a great speaker who knows how to inspire an audience and convey a powerful message in a safe environment. Vivian is available for virtual keynotes, events, summits, workshops, roundtable discussions, webinars and podcast interviews. She knows how to inspire managers, inclusion professionals, HR professionals, L&D professionals and decision makers who want to do better when it comes to strengthening inclusion & employee sustainability. Warning: it is important to share that Vivian Acquah CDE® may sometimes talk about food during a presentation or a lecture, a few times during this talk. Please have your (healthy) snacks ready. Vivian Acquah cannot be held responsible for any (unhealthy) cravings. ![Vivian Acquah wearing a head wrap with purple ombre braids in an updo](https://amplifydei.com/wp-content/uploads/2025/06/Vivian-Acquah-Certified-Inclusion-Strategist-Amplify-DEI-DEI-Strategist.png "Vivian Acquah Certified Inclusion Strategist Amplify DEI DEI Strategist - Amplify DEI") ## Amplify DEI Trainingen/ Workshops [ ![Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/wp-content/uploads/2026/02/Strategy-Workshop-400x284.jpg) ](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters")## [Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters") [ ![Experience Design Thinking](https://amplifydei.com/wp-content/uploads/2026/02/Design-Thinking-400x284.jpg) ](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking")## [Experience Design Thinking](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking") [ ![Psychological Safety for Leaders](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-for-Leaders-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders")## [Psychological Safety for Leaders](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders") [ ![Psychological Safety Training for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-Training-for-Teams-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams")## [Psychological Safety Training for Teams](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams") [ ![Empowering Leadership with Cultural Intelligence](https://amplifydei.com/wp-content/uploads/2026/01/Empowering-Leadership-with-Cultural-Intelligence-400x284.jpg) ](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence")## [Empowering Leadership with Cultural Intelligence](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence") [ ![Cultural Intelligence for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Cultural-Intelligence-CQ-for-Teams-400x284.jpg) ](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams")## [Cultural Intelligence for Teams](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams") [ ![Inclusive Hiring](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Hiring-400x284.png) ](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring")## [Inclusive Hiring](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring") [ ![Inclusive Workshop Facilitation](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Workshop-Facilitation-400x284.png) ](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation")## [Inclusive Workshop Facilitation](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation") [« Older Entries](https://amplifydei.com/project/activating-neuroinclusive-leadership/page/2/?aioseo_llms_generation=1&et_portfolio) ## What is Neuroinclusive Leadership? #### What Is Neuroinclusive Leadership? Neuroinclusive leadership is a leadership approach that actively recognizes, values, and supports the full spectrum of neurological differences within the workplace. It goes beyond traditional diversity, equity, and inclusion efforts by specifically addressing the unique needs, strengths, and perspectives of neurodivergent individuals—such as those with autism, ADHD, dyslexia, and other cognitive differences. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/)! Don’t wait – empower your team today! #### In what ways can I leverage neurodiversity to foster innovation and team trust? Leveraging neurodiversity means more than just hiring neurodivergent individuals—it requires intentionally creating an environment where all cognitive styles are valued, supported, and integrated into team processes. This approach not only drives innovation through fresh perspectives and problem-solving but also builds a foundation of trust, respect, and collaboration that benefits the entire organization. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/)! Don’t wait – empower your team today! #### How can I create a culture that values diverse thinking styles for innovation? Creating a culture that values diverse thinking styles involves intentional leadership, inclusive practices, and a commitment to open communication and continuous learning. By embracing cognitive diversity, organizations unlock greater innovation, resilience, and long-term success. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/)! Don’t wait – empower your team today! #### How does embracing neurodiversity improve problem-solving in my team? Embracing neurodiversity transforms problem-solving by leveraging a rich mix of cognitive strengths and perspectives, resulting in more creative, efficient, and innovative teams. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/)! Don’t wait – empower your team today! #### What unique problem-solving skills do neurodiverse team members bring to my team? Neurodiverse team members enrich problem-solving by bringing creative, detail-oriented, and unconventional approaches that complement neurotypical strengths, resulting in more comprehensive, innovative, and effective solutions for your team. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/)! Don’t wait – empower your team today! #### How might supporting neurodivergent strengths help my team stay ahead in competitive markets? By supporting neurodivergent strengths, you create a dynamic, innovative, and resilient team that is better equipped to solve complex problems, adapt to change, and maintain a sustainable competitive advantage in today’s fast-paced markets. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/)! Don’t wait – empower your team today! **Project Tags:** Biases, Cultural Sensitivity, Culture, Identity, Inclusion, Intersectionaliteit, intersectionality, Leader, Leadership, Neurodiverse, Neurodiversity, Neuroinclusion, Neuroinclusive leadership, No categories Bias, teams, Unconscious Biases --- ### [Embracing Neurodiversity at Work](https://amplifydei.com/project/embracing-neurodiversity-at-work/) **Published:** March 4, 2025 **Author:** Vivian Acquah **Content:** ## Embracing Neurodiversity @ Work ![Embracing Neurodiversity at Work Vivian Acquah Training Different Brains in different colors being displayed](https://amplifydei.com/wp-content/uploads/2025/04/Embracing-Neurodiversity-at-Work-1024x576.png "Embracing Neurodiversity at Work - Amplify DEI") **Description** During this insightful session, Vivian will discuss the many benefits that a neurodiverse work environment can offer. By actively embracing and supporting people with neurodivergent conditions such as autism and ADHD, organisations have the opportunity to unleash a flood of creativity, stimulate innovation and increase the overall productivity of their teams. Vivian will not only debunk prevailing misconceptions, but also provide valuable and practical insights into how to create a more inclusive work environment that celebrates neurodiversity. Discover how embracing neurodiversity can serve as a transformative element in driving organisational success and achieving positive results. Gain valuable knowledge and explore useful strategies aimed at nurturing and strengthening neurodivergent talent within the work environment, in order to promote a culture of acceptance and appreciation for different skills. **Learning objectives** 1\. Understand the unique advantages that a neurodiverse work environment can bring, such as increased creativity, innovation and productivity. 2\. Learn how to actively support and embrace neurodivergent people in a professional environment. 3\. Identify and address common misconceptions about neurodiversity in the workplace. 4\. Learn practical strategies for building an inclusive work environment that celebrates and empowers neurodivergent talent. 5\. Explore useful steps to promote a culture of acceptance and appreciation for different abilities within your organisation. **Format** Embracing Neurodiversity at Work is usually presented as a 45-90 minute keynote, virtual or in person, with time built in for peer-to-peer interaction with the audience and Q&A. It can vary from a short 25-minute TED-style talk to a 60-90 minute keynote to a half- or full-day workshop with extensive interactive exercises. ## **Interested in having Vivian Acquah CDE® speak at your** **next event or hire her for workshops?** [Click here to book your complimentary strategy call!](https://fill.formnx.com/f/17pf12) Vivian is a great speaker who knows how to inspire an audience and convey a powerful message in a safe environment. Vivian is available for virtual keynotes, events, summits, workshops, roundtable discussions, webinars and podcast interviews. She knows how to inspire managers, inclusion professionals, HR professionals, L&D professionals and decision makers who want to do better when it comes to strengthening inclusion & employee sustainability. Warning: it is important to share that Vivian Acquah CDE® may sometimes talk about food during a presentation or a lecture, a few times during this talk. Please have your (healthy) snacks ready. Vivian Acquah cannot be held responsible for any (unhealthy) cravings. ![Vivian Acquah wearing a head wrap with purple ombre braids in an updo](https://amplifydei.com/wp-content/uploads/2025/06/Vivian-Acquah-Certified-Inclusion-Strategist-Amplify-DEI-DEI-Strategist.png "Vivian Acquah Certified Inclusion Strategist Amplify DEI DEI Strategist - Amplify DEI") ## Inclusion Training/ Workshops [ ![Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/wp-content/uploads/2026/02/Strategy-Workshop-400x284.jpg) ](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters")## [Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters") [ ![Experience Design Thinking](https://amplifydei.com/wp-content/uploads/2026/02/Design-Thinking-400x284.jpg) ](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking")## [Experience Design Thinking](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking") [ ![Psychological Safety for Leaders](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-for-Leaders-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders")## [Psychological Safety for Leaders](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders") [ ![Psychological Safety Training for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-Training-for-Teams-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams")## [Psychological Safety Training for Teams](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams") [ ![Empowering Leadership with Cultural Intelligence](https://amplifydei.com/wp-content/uploads/2026/01/Empowering-Leadership-with-Cultural-Intelligence-400x284.jpg) ](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence")## [Empowering Leadership with Cultural Intelligence](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence") [ ![Cultural Intelligence for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Cultural-Intelligence-CQ-for-Teams-400x284.jpg) ](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams")## [Cultural Intelligence for Teams](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams") [ ![Inclusive Hiring](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Hiring-400x284.png) ](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring")## [Inclusive Hiring](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring") [ ![Inclusive Workshop Facilitation](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Workshop-Facilitation-400x284.png) ](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation")## [Inclusive Workshop Facilitation](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation") [« Older Entries](https://amplifydei.com/project/embracing-neurodiversity-at-work/page/2/?aioseo_llms_generation=1&et_portfolio) ## What is neurodiversity? #### What is neurodiversity? Neurodiversity is the concept that human brains vary naturally in how they function, process information, and interact with the world. It emphasizes that there is no single “correct” way for the brain to work, and that differences in thinking, learning, and behavior are not deficits but variations to be recognized and respected. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/)! **Don’t wait – empower your team today!** #### What strengths are often associated with neurodivergent individuals? Neurodivergent individuals often possess a range of unique strengths that can be highly valuable in both personal and professional contexts. While every person is different, several strengths are frequently observed across various forms of neurodivergence. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/)! **Don’t wait – empower your team today!** #### How can raising awareness about neurodiversity boost workplace innovation? Raising awareness about neurodiversity in the workplace is a proven catalyst for innovation. By embracing and supporting diverse cognitive strengths, organizations foster more creative, high-performing, and resilient teams—unlocking new solutions and maintaining a competitive edge in today’s complex business landscape. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/)! **Don’t wait – empower your team today!** #### How does understanding neurodiversity help me advocate for myself at work? Understanding neurodiversity equips you with the self-knowledge and language needed to advocate for your needs at work. This not only improves your own experience and success but also helps create a more supportive and inclusive workplace for everyone Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/)! **Don’t wait – empower your team today!** #### How do recognizing personal strengths help neurodiverse individuals thrive? Recognizing personal strengths transforms the narrative for neurodiverse individuals—from one of overcoming deficits to one of celebrating unique contributions. This approach unlocks confidence, resilience, and opportunity, allowing neurodiverse individuals not just to survive, but to truly thrive Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/)! **Don’t wait – empower your team today!** #### Why is raising awareness about neurodiversity in the workplace important? Raising awareness about neurodiversity in the workplace is essential for unlocking the full potential of all employees, fostering innovation, and building resilient, high-performing organizations. Elevate your team’s performance with [our inclusion training](https://amplifydei.com/training/)! **Don’t wait – empower your team today!** **Project Tags:** Bias, Biases, Cultural Sensitivity, Culture, Identity, Inclusion, Intersectionaliteit, intersectionality, Leader, Leadership, Neurodiverse, Neurodiversity, Neuroinclusion, Neuroinclusive leadership, teams, Unconscious Biases --- ### [Ignite Inclusion Coaching](https://amplifydei.com/project/inclusion-coaching/) **Published:** May 31, 2025 **Author:** Vivian Acquah **Content:** ## Ignite Inclusion Coaching ![Embracing Neurodiversity at Work Vivian Acquah Training Different Brains in different colors being displayed](https://amplifydei.com/wp-content/uploads/2025/05/Inclusion-Coaching-Vivian-Acquah.png "Inclusion Coaching, Vivian Acquah, DEI Coaching, Inclusion Coach, DEI Coach - Amplify DEI") Providing leaders and inclusion professionals with inclusion coaching is the key to collaborating with them to achieve inclusive leadership at the highest possible level of their organizations. More and more studies show that coaching for diversity, equity, and inclusion (DEI) is beneficial in the workplace. Well-intentioned efforts can be amplified into sustainable transformations when diversity, equity, and inclusion principles are applied to corporate projects and strategies. Leaders who value diversity in all its forms should be able to communicate effectively with people of various ages, ethnicities, religions, genders, and socioeconomic backgrounds. When you look at things through the lens of equity, you have to comprehend the requirements of those who are underrepresented. ![Amplify DEI](https://amplifydei.com/wp-content/uploads/2022/10/Shonda-Rhimes-Diversity-Quote-Amplify-DEI-Coaching-Vivian-Acquah-1024x576.jpg "- Amplify DEI") It can be a huge challenge to figure out how to make everyone feel included and foster positive interactions between individuals. The coaching program is meant to support you develop the vision, knowledge, and skills necessary to influence and transform workplaces into inclusive environments for all people. The Inclusion Coaching program is for leaders and self-leaders. It is designed to help you become an inclusive leader / self-leader at the highest levels of your organization by integrating theory, strategy, and action. Let’s create an Ignite Inclusion Coaching Plan tailored to you or a select group of (self-)leaders. ![Amplify DEI Testimonial 2](https://amplifydei.com/wp-content/uploads/2022/10/Amplify-DEI-Testimonial-2-1024x256.png "- Amplify DEI") ## For Who is The Ignite Inclusion Coaching? ![](https://amplifydei.com/wp-content/uploads/2025/05/Ignite-Coaching-for-leaders-300x225.jpg "Ignite Coaching for leaders - Amplify DEI") **Leaders/ Managers** ![](https://amplifydei.com/wp-content/uploads/2025/05/Ignite-Coaching-for-Coaches-300x225.jpg "Ignite Coaching for Coaches - Amplify DEI") **Coaches/ Consultants** ![a group of animals standing together](https://amplifydei.com/wp-content/uploads/2025/05/Ignite-Coaching-for-Teams-300x225.jpg "Ignite Coaching for Teams - Amplify DEI") **Teams** This program is for you if you’re an executive or professional looking to strengthen your inclusive leadership skills and competencies on an individual, team, or enterprise level. You may benefit from inclusion coaching if you fall into one of the following categories. - You want to effectively promote inclusion in your organization; - You have recently accepted an inclusion role; - You have recently joined a team responsible for inclusion; - You are a leader or member of your organization’s Employee Resource Group; - You are a Human Resource professional who wants to learn more about and put inclusion into action; - You are a professional specializing in Inclusion Consulting; - You are an inclusion advocate and ally who aspires to become a DEI practitioner or consultant. ## **Inclusion Coaching Topics** - Strategy and Action - Recruiting Talent - Onboarding of Talent - Employee Engagement - Career Growth - Measuring the Impact of Inclusion Programs - Equity and Compliance in the Workplace - Courageous Conversation - Employee Resource Groups (ERG) Development - Authentic Allyship - Developing Cultural Agility - Inclusion Role Management - Inclusion Self Care - Amplify Buy-In & Support - Putting Inclusion Action Plans into Practice - Promoting Inclusion at Work - Defining the importance of inclusion work - DEI Development Plan Creation - Establishing Strategic Alliances and Partnerships - Inclusive Leadership Development ![Amplify DEI Testimonial](https://amplifydei.com/wp-content/uploads/2022/10/Amplify-DEI-Testimonial-1024x256.png "- Amplify DEI")### **Inclusion Coaching Plan** Inclusion Coaching Plans are custom-designed based on your specific needs and can range from a few sessions up to 12 months or longer. The general duration of a coaching engagement, with weekly or bi-weekly sessions, is: - Executive DEI Coaching: 6 – 12 months - (Self-) Leadership DEI Coaching: 3 – 9 months - Career Coaching: 3 – 6 months ### **Accountability Partner** ![](https://amplifydei.com/wp-content/uploads/2025/05/Inclusion-Coaching-Vivian-Acquah-300x169.png "Inclusion Coaching, Vivian Acquah, DEI Coaching, Inclusion Coach, DEI Coach - Amplify DEI") ### **Benefits of Amplify DEI™ (Self-) Leadership Coaching:** 1. Improved Employee Engagement 2. Increased Productivity 3. Improved Retention 4. Enhanced Job Satisfaction 5. Improved Communication 6. Reduced Conflict 7. Increased creativity + Innovation Read [7 Attractive Benefits of DEI Coaching for Organizations](https://amplifydei.com/7-benefits-of-dei-coaching-for-organizations/) What is included: **Inclusion Coaching *(3 months)*** **Inclusion Coaching *(6 months)*** Start Session (1 hour) to activate your Inclusion Coachinging Plan Start Session (1 hour) to activate your Inclusion Coaching Plan **5 coaching sessions (1 hour)** These sessions are meant to support you with your inclusive leadership journey. **11 coaching sessions (1 hour)** These sessions are meant to support you with your inclusive leadership journey. **Investment starts from €2.499,-** (excl. VAT) **Investment starts from** **€4.249,-** (excl. VAT) ***Get in touch with me if you are a medium-sized or larger organization, and I’ll be pleased to send you a customized pricing offer.*** Reach out if you need a sample letter to convince your manager/ organization to invest your inclusive leadership journey. Are you ready to activate Inclusion Coaching? [Click here to book an Inclusion Coaching Clarity Call for more information!](https://bookme.name/vivalavive/amplify-dei-self-leadership-coaching-clarity-call) ## **Interested in having Vivian Acquah CDE® speak at your** **next event or hire her for workshops?** [Click here to book your complimentary strategy call!](https://fill.formnx.com/f/17pf12) Vivian is a great speaker who knows how to inspire an audience and convey a powerful message in a safe environment. Vivian is available for virtual keynotes, events, summits, workshops, roundtable discussions, webinars and podcast interviews. She knows how to inspire managers, inclusion professionals, HR professionals, L&D professionals and decision makers who want to do better when it comes to strengthening inclusion & employee sustainability. Warning: it is important to share that Vivian Acquah CDE® may sometimes talk about food during a presentation or a lecture, a few times during this talk. Please have your (healthy) snacks ready. Vivian Acquah cannot be held responsible for any (unhealthy) cravings. ![Vivian Acquah wearing a head wrap with purple ombre braids in an updo](https://amplifydei.com/wp-content/uploads/2025/06/Vivian-Acquah-Certified-Inclusion-Strategist-Amplify-DEI-DEI-Strategist.png "Vivian Acquah Certified Inclusion Strategist Amplify DEI DEI Strategist - Amplify DEI") ## Inclusion Training/ Workshops [ ![Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/wp-content/uploads/2026/02/Strategy-Workshop-400x284.jpg) ](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters")## [Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters") [ ![Experience Design Thinking](https://amplifydei.com/wp-content/uploads/2026/02/Design-Thinking-400x284.jpg) ](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking")## [Experience Design Thinking](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking") [ ![Psychological Safety for Leaders](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-for-Leaders-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders")## [Psychological Safety for Leaders](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders") [ ![Psychological Safety Training for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-Training-for-Teams-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams")## [Psychological Safety Training for Teams](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams") [ ![Empowering Leadership with Cultural Intelligence](https://amplifydei.com/wp-content/uploads/2026/01/Empowering-Leadership-with-Cultural-Intelligence-400x284.jpg) ](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence")## [Empowering Leadership with Cultural Intelligence](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence") [ ![Cultural Intelligence for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Cultural-Intelligence-CQ-for-Teams-400x284.jpg) ](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams")## [Cultural Intelligence for Teams](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams") [ ![Inclusive Hiring](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Hiring-400x284.png) ](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring")## [Inclusive Hiring](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring") [ ![Inclusive Workshop Facilitation](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Workshop-Facilitation-400x284.png) ](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation")## [Inclusive Workshop Facilitation](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation") [« Older Entries](https://amplifydei.com/project/inclusion-coaching/page/2/?aioseo_llms_generation=1&et_portfolio) ## What is inclusion coaching? #### What is inclusion coaching? Inclusion coaching is a specialized form of coaching that focuses on fostering environments where everyone, regardless of their background, abilities, or characteristics, feels welcomed, valued, and able to thrive. The central aim is to break down barriers to participation, promote diversity, and create a culture of belonging and equity. **[Vivian Acquah](https://amplifydei.com/project/inclusion-coaching/)** can support you and/or your team with inclusion coaching. #### What Is DEI Coaching? DEI coaching—short for Diversity, Equity, and Inclusion coaching—is a specialized coaching approach that helps individuals, leaders, and organizations build more diverse, equitable, and inclusive environments. The focus is on fostering fair treatment, full participation, and a sense of belonging for people from all backgrounds, identities, and experiences **[Vivian Acquah](https://amplifydei.com/project/inclusion-coaching/)** can support you and/or your team with inclusion coaching. #### How can coaches foster a sense of belonging through their practices? Coaches can foster belonging by creating safe, inclusive spaces where individuals feel valued and heard. Key practices include active listening, personalized support, and recognizing contributions, which empower individuals and strengthen team cohesion. By modeling inclusive behavior and encouraging collaboration, coaches build resilient, motivated communities. **[Vivian Acquah](https://amplifydei.com/project/inclusion-coaching/)** can support you and/or your team with inclusion coaching. #### How does creating a safe space enhance team members' sense of belonging? Creating a safe space empowers team members to participate fully and authentically, which is essential for cultivating a genuine sense of belonging and unlocking the team’s collective potential. **[Vivian Acquah](https://amplifydei.com/project/inclusion-coaching/)** can support you and/or your team with inclusion coaching. #### How does DEI coaching help clients navigate complex social identities? DEI coaching helps clients navigate complex social identities by providing a safe, confidential environment where individuals can explore and understand the intersections of their identities—such as ethnicity, gender, sexuality, class, and ability—and how these shape their experiences and interactions. **[Vivian Acquah](https://amplifydei.com/project/inclusion-coaching/)** can support you and/or your team with inclusion coaching. #### How does DEI coaching help clients embrace their authentic selves amid social complexities? DEI coaching helps clients embrace their authentic selves amid social complexities by providing a supportive, reflective space where individuals can explore, affirm, and integrate the multiple, sometimes conflicting, aspects of their identities. **[Vivian Acquah](https://amplifydei.com/project/inclusion-coaching/)** can support you and/or your team with inclusion coaching. **Project Tags:** anti-bias training, Biases, Coach, Cultural Sensitivity, DEI, DEI Coach, DEI coaching, Diversity, Diversity Equity Inclusion, Equity-focused leadership, Identity, Inclusion, Inclusion coaching, Inclusive Leader, Inclusive Leadership, inclusive team management, Inclusive workplace culture, intersectionality, Leader, Leadership, Leadership Development, Vivian Acquah --- ### [Inclusive Language](https://amplifydei.com/project/inclusive-language/) **Published:** July 3, 2025 **Author:** Vivian Acquah **Content:** ## Inclusive Language ![Amplify Your Voice - Seat at The Table (2)](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Language-at-Work-presentation.png "Inclusive Language at Work Vivian Acquah Amplify DEI - Amplify DEI") **Description** Language is a powerful tool—it shapes how we see the world, how we interact with others, and how others experience it. The words we choose can either build bridges or create barriers. This inclusive language training dives deep into the impact of language, showing how even small adjustments in words and phrasing can help cultivate a more inclusive, supportive, and respectful workplace culture. Led by certified inclusion strategist Vivian Acquah CDE®, this interactive session provides practical insights and real-world examples to help participants rethink and refine their communication practices. Through engaging discussions and exercises, attendees will learn how to foster equity, respect, and collaboration through thoughtful language. Whether you’re an individual contributor, team manager, or senior leader within your organisation, this training equips you with actionable strategies to create meaningful, lasting positive change for teams and colleagues alike. **Learning Objectives** - **Define** the principles of inclusive language and explain their impact on workplace culture and dynamics. - **Identify** commonly used phrases and words that may unintentionally carry hidden or exclusionary meanings. - **Apply** strategies and techniques to replace non-inclusive language with inclusive alternatives in both written and verbal communication. - **Utilise** tools and frameworks designed to make language adjustments seamless and effective. - **Demonstrate** the ability to integrate inclusive language into everyday interactions to foster respect and equity. - **Commit** to ongoing learning and self-reflection in the pursuit of continual improvement in communication practices. **Programme Format** The **Inclusive Language** is available in various flexible formats to suit diverse organisational needs. It can be delivered as a concise 25-minute TED-style talk, an engaging 45-90 minute keynote (virtual or in-person), or a more in-depth half- or full-day workshop. Each format incorporates interactive elements, including peer-to-peer discussions and Q&A sessions, to ensure a highly engaging and impactful learning experience. **Key Benefits for Organisations and Participants** - **For Organisations**: Inclusive language training helps organisations foster a more respectful and equitable workplace culture, which enhances employee engagement, reduces misunderstandings, and strengthens team collaboration. - **For Participants**: Participants gain practical tools and actionable strategies to communicate more inclusively, empowering them to create positive interactions and contribute to a more supportive and welcoming environment. Take the next step in empowering your team and building a culture of inclusivity. Whether you’re a leader looking to drive organisational change or an employee seeking growth, the **Inclusive Language** training is the perfect opportunity to inspire transformation. Enrol today and start creating a brighter, more inclusive future. ## **Hire Vivian Acquah CDE® to speak at your next event or hire her for workshops!** [Click here to book your complimentary strategy call!](https://fill.formnx.com/f/17pf12) ![Vivian Acquah wearing a head wrap with purple ombre braids in an updo](https://amplifydei.com/wp-content/uploads/2025/06/Vivian-Acquah-Certified-Inclusion-Strategist-Amplify-DEI-DEI-Strategist.png "Vivian Acquah Certified Inclusion Strategist Amplify DEI DEI Strategist - Amplify DEI") Vivian is a great speaker who knows how to inspire an audience and convey a powerful message in a safe environment. Vivian is available for virtual keynotes, events, summits, workshops, roundtable discussions, webinars and podcast interviews. She knows how to inspire managers, inclusion professionals, HR professionals, L&D professionals and decision makers who want to do better when it comes to strengthening inclusion & employee sustainability. Warning: it is important to share that Vivian Acquah CDE® may sometimes talk about food during a presentation or a lecture, a few times during this talk. Please have your (healthy) snacks ready. Vivian Acquah cannot be held responsible for any (unhealthy) cravings. ## Inclusion Training/ Workshops [ ![Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/wp-content/uploads/2026/02/Strategy-Workshop-400x284.jpg) ](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters")## [Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters") [ ![Experience Design Thinking](https://amplifydei.com/wp-content/uploads/2026/02/Design-Thinking-400x284.jpg) ](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking")## [Experience Design Thinking](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking") [ ![Psychological Safety for Leaders](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-for-Leaders-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders")## [Psychological Safety for Leaders](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders") [ ![Psychological Safety Training for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-Training-for-Teams-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams")## [Psychological Safety Training for Teams](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams") [ ![Empowering Leadership with Cultural Intelligence](https://amplifydei.com/wp-content/uploads/2026/01/Empowering-Leadership-with-Cultural-Intelligence-400x284.jpg) ](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence")## [Empowering Leadership with Cultural Intelligence](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence") [ ![Cultural Intelligence for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Cultural-Intelligence-CQ-for-Teams-400x284.jpg) ](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams")## [Cultural Intelligence for Teams](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams") [ ![Inclusive Hiring](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Hiring-400x284.png) ](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring")## [Inclusive Hiring](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring") [ ![Inclusive Workshop Facilitation](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Workshop-Facilitation-400x284.png) ](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation")## [Inclusive Workshop Facilitation](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation") [« Older Entries](https://amplifydei.com/project/inclusive-language/page/2/?aioseo_llms_generation=1&et_portfolio) **Project Tags:** Amplify Your Voice, Career Development, Communication, DEI, Diversity, effective communication, empowerment, Inclusion, Inclusive Language, Inclusive Language Strategy, Inclusive Leader, Inclusive Leadership, Keynote Speaker, Language, Leader, Leadership, Leadership Development, Public Speaking, Speaker, Vivian Acquah --- ### [Inclusive Workshop Facilitation](https://amplifydei.com/project/workshop-facilitation/) **Published:** July 5, 2025 **Author:** Vivian Acquah **Content:** ## Inclusive Workshop Faciliation ### That Drive High Performance & Results ![Amplify Your Voice - Seat at The Table (2)](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Workshop-Facilitation.png "Inclusive Workshop Facilitation Vivian Acquah - Amplify DEI") Collaborating with a group of people isn’t easy. Add to that the complexity of different work styles, cultural backgrounds, and personalities, and it’s clear why collaboration can sometimes feel far more challenging than it should. That’s where I, as an inclusion strategist and professional workshop facilitator, come in. My role is to make it easier. I guide teams, helping them tackle problems effectively, work cohesively, activate high performance, and achieve meaningful outcomes, while keeping the process engaging and even a little fun. ## **What Do I Offer?** At its heart, my service is all about making collaboration smoother, more inclusive, and surprisingly enjoyable while unlocking high performance in teams. With over 12 years of experience in facilitation, training, and workshops, I bring a proven approach to helping teams overcome common hurdles like conflict, miscommunication, and inefficiency. Rather than enduring endless meetings or delegating decision-making to the loudest voice, I foster an environment where all voices are heard and progress occurs organically. Whether your team needs help brainstorming solutions, aligning on a strategy, or just learning to work together better, facilitation helps you get there, and faster. ## **Why Workshop Facilitation Works** Workshop facilitation is not just about managing a room or moving through an agenda. It’s about guiding a group to think clearly, collaborate easily, and commit to the next steps with confidence. I focus on supporting teams to identify challenges, uncover hidden opportunities, and co-create solutions that stick. Here’s what facilitation achieves for your team: - **Clarity and structure** in problem-solving and decision-making. - **A more inclusive environment** where every participant feels valued and engaged. - **Streamlined collaboration** without the usual friction of circular debates or lengthy delays. - **Genuine progress** that the entire team feels good about. And yes, it can even be enjoyable! Facilitation, done thoughtfully, turns meetings into creative, energising spaces instead of time-draining ones.brighter, more inclusive future. ![](https://amplifydei.com/wp-content/uploads/2025/06/Vivian-Acquah-Inclusie-Strategist-Amplify-DEI.png "Vivian Acquah Inclusion Strategist Amplify DEI - Amplify DEI") ## **Makes My Approach Unique?** ### **Certified Expertise** Facilitation isn’t just a buzzword for me, it’s a craft that I’ve refined through certifications and years of hands-on experience. AJ&Smart’s intensive training has trained me in the fundamentals of facilitation, and I am continuously expanding my skill set to include advanced methodologies to deliver workshops that genuinely work. Beyond that, as a Certified Diversity Executive, I prioritise creating unbiased, respectful environments where collaboration thrives. ### **Tailored Methods** No two teams are alike, and I take that seriously. I use a robust toolkit of exercises and approaches, adapting them to your team’s specific dynamics and challenges. Whether it’s breaking down barriers in communication, minimising workplace tensions, or helping your team define their vision (North Star, anyone?), I’ve got a recipe that’s right for you. ### **Food for Thought (and Morale)** Speaking of recipes, my facilitation style has a personal twist; I bring a chef’s mindset to the table, literally and figuratively. I often refer to myself as the “fun version of Gordon Ramsay” (minus the shouting). Just like a chef curates ingredients for the perfect dish, I curate experiences that bring teams together, nurturing both performance and connection. Sometimes, this even extends to actual food. Workshops take on a 3D element when we pair them with great snacks or quirky food metaphors; ask me about carrot cakes and collaboration! It’s a simple but brilliant way to create an engaging atmosphere while helping ideas flow naturally. ### **Conflict to Cohesion** I’m not here to avoid conflict; I’m here to resolve it constructively. Teams often run into friction when decisions feel unproductive or when personalities clash. My approach identifies and disarms these tensions, allowing for smoother, more focused teamwork. The result? Teams that come out not only with resolved issues but also with renewed energy and commitment to their shared goals. ![](https://amplifydei.com/wp-content/uploads/2025/07/Clients-Inclusive-Workshop-Facilitation.png "Clients Inclusive Workshop Facilitation - Amplify DEI") ## **My Process: What You Can Expect** Here’s how I work with your team to deliver the results you need: **1. Understanding Your Needs** Everything starts with a discovery conversation. I’ll learn about your team’s goals, challenges, and the type of outcomes you’re aiming for. **2. Designing a Tailored Workshop** Based on your input, I develop a customised workshop agenda. No cookie-cutter sessions; every exercise and activity is chosen with your team’s unique circumstances in mind. **3. Facilitation in Action** Whether it’s an in-person session or a virtual one, I’ll guide your team step-by-step. The focus is always on inclusion, collaboration, and creating a space where contributions feel meaningful rather than forced. **4. Post-Workshop Insights** Clarity doesn’t end when the workshop does. I’ll leave your team with actionable takeaways and tools they can use long after the session, from structured frameworks to facilitation “recipes” that make sustained progress possible. ### **Why Work with Me?** Teams I’ve worked with often say the same thing: they didn’t realise how much easier collaboration could be until facilitation changed the game for them. Here’s why I’m positioned to bring your team the same success: - **Expertise:** From international audiences to diverse industries, I’ve worked with countless groups over my 12-year career. I know how to move a room, keep energy high, and drive meaningful change. - **Unbiased Perspective:** Instead of imposing opinions, I focus on creating a balanced, agenda-free environment where teams feel safe to contribute and innovate. - **Flexibility:** Online or offline, small teams or large workshops, I adapt to what works best for you. - **Commitment to Excellence:** Facilitation isn’t an afterthought; it’s my passion. I continuously invest in training and professional growth to improve the experiences I create for teams. - **A Dash of Fun**: Let’s face it, collaboration is better when it’s enjoyable. Whether it’s a light-hearted moment or a shared snack, I make sure the process is as engaging as it is effective. ## **![](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Team-Menu-Workshop-Facilitation-Vivian-Acquah-1024x576.png "Inclusive Team Menu Workshop Facilitation Vivian Acquah - Amplify DEI") ## **Get in Touch** Collaboration doesn’t have to be a daunting task. With the right guidance and tools, your team can tackle challenges, build stronger connections, and achieve better results faster than you might think possible. If you’re curious about how facilitation could help your team, I’d love to explore it with you. Whether you’re looking to make your next big strategy session a success or simply want to improve day-to-day teamwork, I’m here to help. **Contact me today to start a conversation!** It’s time to make collaboration not just productive, but enjoyable. I look forward to hearing from you! ## **Hire Vivian Acquah CDE® to speak at your next event or hire her for workshops!** [Click here to book your complimentary strategy call!](https://fill.formnx.com/f/17pf12) ![Vivian Acquah wearing a head wrap with purple ombre braids in an updo](https://amplifydei.com/wp-content/uploads/2025/06/Vivian-Acquah-Certified-Inclusion-Strategist-Amplify-DEI-DEI-Strategist.png "Vivian Acquah Certified Inclusion Strategist Amplify DEI DEI Strategist - Amplify DEI") Vivian is a great speaker who knows how to inspire an audience and convey a powerful message in a safe environment. Vivian is available for virtual keynotes, events, summits, workshops, roundtable discussions, webinars and podcast interviews. She knows how to inspire managers, inclusion professionals, HR professionals, L&D professionals and decision makers who want to do better when it comes to strengthening inclusion & employee sustainability. Warning: it is important to share that Vivian Acquah CDE® may sometimes talk about food during a presentation or a lecture, a few times during this talk. Please have your (healthy) snacks ready. Vivian Acquah cannot be held responsible for any (unhealthy) cravings. ## Inclusion Training/ Workshops [ ![Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/wp-content/uploads/2026/02/Strategy-Workshop-400x284.jpg) ](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters")## [Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters") [ ![Experience Design Thinking](https://amplifydei.com/wp-content/uploads/2026/02/Design-Thinking-400x284.jpg) ](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking")## [Experience Design Thinking](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking") [ ![Psychological Safety for Leaders](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-for-Leaders-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders")## [Psychological Safety for Leaders](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders") [ ![Psychological Safety Training for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-Training-for-Teams-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams")## [Psychological Safety Training for Teams](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams") [ ![Empowering Leadership with Cultural Intelligence](https://amplifydei.com/wp-content/uploads/2026/01/Empowering-Leadership-with-Cultural-Intelligence-400x284.jpg) ](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence")## [Empowering Leadership with Cultural Intelligence](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence") [ ![Cultural Intelligence for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Cultural-Intelligence-CQ-for-Teams-400x284.jpg) ](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams")## [Cultural Intelligence for Teams](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams") [ ![Inclusive Hiring](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Hiring-400x284.png) ](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring")## [Inclusive Hiring](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring") [ ![Inclusive Workshop Facilitation](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Workshop-Facilitation-400x284.png) ](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation")## [Inclusive Workshop Facilitation](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation") [« Older Entries](https://amplifydei.com/project/workshop-facilitation/page/2/?aioseo_llms_generation=1&et_portfolio) ## FAQ's Inclusive Workshop Facilitation #### What is workshop facilitation, and how can it help my team? Workshop facilitation is a guided process that helps teams think clearly, collaborate effectively, and commit to actionable next steps. It fosters an inclusive environment, streamlines problem-solving, and ensures genuine progress while making the process enjoyable. #### What challenges does facilitation address? Facilitation helps teams overcome common hurdles like conflict, miscommunication, inefficiency, and decision-making dominated by the loudest voices. It creates clarity, structure, and a more inclusive environment for collaboration. #### What makes your facilitation approach unique? My approach combines certified expertise, tailored methods, and a touch of fun. I adapt workshops to your team’s specific needs, resolve conflicts constructively, and even incorporate creative elements like food metaphors to make the experience engaging and memorable. #### Can you facilitate both in-person and virtual workshops? Yes, I offer flexible facilitation options, whether your team prefers in-person sessions, virtual workshops, or a hybrid approach. #### What industries and team sizes do you work with? I’ve worked with diverse industries and teams of all sizes, from small groups to large workshops. My expertise spans international audiences and various professional contexts. #### What are the outcomes of your workshops? Teams leave with: - Clarity and structure in decision-making. - A more inclusive and engaged environment. - Streamlined collaboration without unnecessary friction. - Actionable insights and tools for sustained progress. **Project Tags:** AJ&Smart facilitation, Career Development, Certified Diversity Executive, Collaboration hurdles, Collaboration strategies, Collaboration tools, Communication, Communication barriers, Conflict resolution, Constructive conflict, Creative problem-solving, Decision-making, DEI, Diversity, Diversity and inclusion, effective communication, Effective teamwork, empowerment, Energizing meetings, Facilitation process, Facilitation techniques, Facilitator expertise, Group decision-making, Here’s the list without numbers and separated by commas: Workshop facilitation, High-performance teams, In-person workshops, Inclusion, Inclusive collaboration, Inclusive environment, Inclusive Leadership, Keynote Speaker, Leader, Leadership, Leadership coaching, Leadership Development, Miscommunication, Problem-solving, Professional facilitator, Public Speaking, Speaker, Strategy development, Structured frameworks, Tailored workshops, Team alignment, team building, Team challenges, Team cohesion, Team dynamics, Team engagement, Team productivity, Virtual workshops, Vivian Acquah, Workshop design --- ### [Inclusive Hiring](https://amplifydei.com/project/inclusive-hiring/) **Published:** July 5, 2025 **Author:** Vivian Acquah **Content:** ## Inclusive Hiring ![A cartoon woman sits in front of a blue wall with chairs and a yellow light.](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Hiring.png "Inclusive Hiring Vivian Acquah - Amplify DEI") **Building a Diverse and Equitable Recruitment Process** The inclusive hiring training is designed to raise awareness about inclusive recruiting practices, tackle challenges like unconscious bias and inclusive language, and provide participants with actionable strategies to create a more diverse and equitable hiring process. Led by certified inclusion strategist Vivian Acquah, CDE®, this interactive session combines practical insights with real-world examples to help participants rethink and refine their approach to hiring. By the end of the training, attendees will be equipped with the tools and knowledge to foster a more inclusive recruitment process that attracts and retains diverse talent. **Key Topics Covered:** - The Importance of Inclusive Recruiting - Common Barriers to Inclusive Hiring - Practical Strategies for Inclusive Hiring - The Power of Transparency - Q&A Session This training can also be paired with a **Design Thinking Workshop** or **Inclusive Workshop Facilitation** for a more comprehensive approach to fostering inclusion within your organisation. **Description** Language is a powerful tool—it shapes how we see the world, how we interact with others, and how others experience it. The words we choose can either build bridges or create barriers. This inclusive language training dives deep into the impact of language, showing how even small adjustments in words and phrasing can help cultivate a more inclusive, supportive, and respectful workplace culture. Led by certified inclusion strategist Vivian Acquah CDE®, this interactive session provides practical insights and real-world examples to help participants rethink and refine their communication practices. Through engaging discussions and exercises, attendees will learn how to foster equity, respect, and collaboration through thoughtful language. Whether you’re an individual contributor, team manager, or senior leader within your organisation, this training equips you with actionable strategies to create meaningful, lasting positive change for teams and colleagues alike. **Learning Objectives** - **Understand the importance of inclusive recruiting** and its impact on diversity and equity. - **Identify and address common barriers** to inclusive hiring, such as unconscious bias and exclusive language. - **Learn practical strategies** to create a more diverse and equitable recruitment process. - **Gain actionable insights** to refine job descriptions, interview processes, and candidate evaluations. - **Develop awareness** of how inclusive hiring contributes to a more equitable workplace culture. - **Engage in meaningful discussions** and Q&A to address specific challenges and scenarios. **Programme Format** The **Inclusive Hiring** training is available in various flexible formats to suit diverse organisational needs. It can be delivered as a concise 25-minute TED-style talk, an engaging 45-90 minute keynote (virtual or in-person), or a more in-depth half- or full-day workshop. Each format incorporates interactive elements, including peer-to-peer discussions and Q&A sessions, to ensure a highly engaging and impactful learning experience. ## **Hire Vivian Acquah CDE® to speak at your next event or hire her for workshops!** [Click here to book your complimentary strategy call!](https://fill.formnx.com/f/17pf12) ![Vivian Acquah wearing a head wrap with purple ombre braids in an updo](https://amplifydei.com/wp-content/uploads/2025/06/Vivian-Acquah-Certified-Inclusion-Strategist-Amplify-DEI-DEI-Strategist.png "Vivian Acquah Certified Inclusion Strategist Amplify DEI DEI Strategist - Amplify DEI") Vivian is a great speaker who knows how to inspire an audience and convey a powerful message in a safe environment. Vivian is available for virtual keynotes, events, summits, workshops, roundtable discussions, webinars and podcast interviews. She knows how to inspire managers, inclusion professionals, HR professionals, L&D professionals and decision makers who want to do better when it comes to strengthening inclusion & employee sustainability. Warning: it is important to share that Vivian Acquah CDE® may sometimes talk about food during a presentation or a lecture, a few times during this talk. Please have your (healthy) snacks ready. Vivian Acquah cannot be held responsible for any (unhealthy) cravings. ## Inclusion Training/ Workshops [ ![Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/wp-content/uploads/2026/02/Strategy-Workshop-400x284.jpg) ](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters")## [Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters") [ ![Experience Design Thinking](https://amplifydei.com/wp-content/uploads/2026/02/Design-Thinking-400x284.jpg) ](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking")## [Experience Design Thinking](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking") [ ![Psychological Safety for Leaders](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-for-Leaders-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders")## [Psychological Safety for Leaders](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders") [ ![Psychological Safety Training for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-Training-for-Teams-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams")## [Psychological Safety Training for Teams](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams") [ ![Empowering Leadership with Cultural Intelligence](https://amplifydei.com/wp-content/uploads/2026/01/Empowering-Leadership-with-Cultural-Intelligence-400x284.jpg) ](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence")## [Empowering Leadership with Cultural Intelligence](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence") [ ![Cultural Intelligence for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Cultural-Intelligence-CQ-for-Teams-400x284.jpg) ](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams")## [Cultural Intelligence for Teams](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams") [ ![Inclusive Hiring](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Hiring-400x284.png) ](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring")## [Inclusive Hiring](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring") [ ![Inclusive Workshop Facilitation](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Workshop-Facilitation-400x284.png) ](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation")## [Inclusive Workshop Facilitation](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation") [« Older Entries](https://amplifydei.com/project/inclusive-hiring/page/2/?aioseo_llms_generation=1&et_portfolio) ## FAQ Inclusive Hiring #### What is inclusive hiring, and why is it important? Inclusive hiring ensures fair and unbiased recruitment, creating opportunities for diverse talent. It fosters innovation, equity, and a stronger workplace culture. #### How does inclusive hiring contribute to diversity and equity in the workplace? It brings diverse perspectives, reduces barriers, and ensures equal opportunities, leading to a more equitable and innovative work environment. #### What are the key steps to start implementing inclusive hiring practices? Audit job descriptions, train recruiters on bias, diversify sourcing channels, and standardise interview processes. #### How can unconscious bias be reduced in the recruitment process? Provide bias-awareness training, use blind resume reviews, and implement structured interviews. #### What role does inclusive language play in job descriptions? Inclusive language ensures job ads are welcoming to all candidates, avoiding terms that may unintentionally exclude certain groups. #### How can organizations ensure they are reaching a diverse talent pool? Partner with diverse organisations, expand sourcing channels, and use platforms that connect with under-represented groups. **Project Tags:** Accessible job postings, Age diversity, Amplify Your Voice, Anti-discrimination hiring, Bias-free recruitment, Candidate diversity, Communication, Cultural competence, DEI, Disability inclusion, Diverse talent pipeline, Diversity, Diversity recruitment, effective communication, Equal pay, Equity in hiring, Fair hiring practices, gender diversity, Inclusion, Inclusive hiring, Inclusive interview process, Inclusive job descriptions, Inclusive Leader, Inclusive Leadership, Inclusive onboarding, Inclusive recruitment strategies, Inclusive workplace, Keynote Speaker, Language, Leader, Leadership, Leadership Development, LGBTQ+ inclusion, Neurodiversity in hiring, Public Speaking, Racial equity in hiring, Representation in hiring, Speaker, Unbiased hiring practices, Vivian Acquah --- ### [Cultural Intelligence for Teams](https://amplifydei.com/project/cultural-intelligence-for-teams/) **Published:** January 14, 2026 **Author:** Vivian Acquah **Content:** ![Amplify Empathie met Virtual Reality BNR Radio Kennisplatform Inclusief Samenleven Effectieve antidiscriminatie-interventie Vivian Acquah Anita Abaisa](https://amplifydei.com/wp-content/uploads/2026/01/Cultural-Intelligence-CQ-for-Teams.jpg "Cultural Intelligence CQ for Teams - Amplify DEI") **Description** In today’s interconnected world, cultural differences, whether multinational, generational, ethnic, or organizational, can significantly impact team dynamics, communication, and overall effectiveness. How can teams turn these differences into strengths rather than barriers? The answer lies in Cultural Intelligence (CQ), a proven framework for navigating and leveraging cultural diversity. This **interactive workshop** introduces the CQ® model, a research-based approach to understanding and improving cultural intelligence. You’ll gain practical strategies to optimize collaboration across cultural boundaries, enhance team processes, and achieve better outcomes. Through engaging discussions, real-world application exercises, and self-reflection activities, you’ll learn how to identify and address key cultural differences while fostering inclusion and synergy within your team. The workshop is designed to provide actionable insights and tools that you can immediately apply in your professional environment. You’ll explore how cultural intelligence can help you adapt to diverse settings, build stronger relationships, and create a more inclusive and effective team culture. By the end of the session, you’ll leave with a personalized CQ development plan and the confidence to lead or contribute to culturally diverse teams with greater success. Whether you’re working in a multinational organization, managing a generationally diverse team, or navigating cultural differences in any context, this workshop will equip you with the skills and knowledge to thrive. Join us to unlock the power of cultural intelligence and transform the way your team collaborates! **Comprehensive Assessment Suite** - **CQ Pro Assessment & Feedback Report:** Each participant receives an individual report measuring their skills in four distinct areas of cultural intelligence. This serves as a personal benchmark for growth. [View Sample Report](https://culturalq.com/wp-content/uploads/2025/08/CQ-Pro-Feedback-Report-v6.2-Sample.pdf) - **Individual Behavioral Preferences Report:** Detailed feedback on personal work styles and preferences. [View Sample Report](https://culturalq.com/wp-content/uploads/2025/08/Behavioral-Preferences-Feedback-Report-v6.2-Sample.pdf) - **CQ Group Feedback Report:** A collective view comparing everyone’s scores, highlighting the team’s overall strengths and gaps. [View Sample Report](https://culturalq.com/wp-content/uploads/2024/01/CQ-Basic-Group-Report-Sample.pdf) - **Behavioral Preferences Team Profile:** A visual map comparing all team members on one report, making it easy to spot potential friction points and synergies. [View Sample Report](https://culturalq.com/wp-content/uploads/2025/08/Sample-Team-Report-3.pdf) **Learning objectives** 1. Understand the impact of cultural differences on team dynamics and collaboration. 2. Learn the four key capabilities of the CQ® model and how to apply them in diverse settings. 3. Develop strategies to optimize team processes and outcomes using cultural intelligence. 4. Increase awareness of your own cultural preferences and how they influence interactions. 5. Create a personal CQ development plan to enhance your effectiveness in diverse teams. **Format** The Cultural Intelligence for Teams Training is an interactive session of 4 hours, delivered virtual or in person, with time built in for peer-to-peer interaction with the audience and Q&A. ## **Interested in having Vivian Acquah CDE® speak at your** **next event or hire her for workshops?** [Click here to book your complimentary strategy call!](https://fill.formnx.com/f/17pf12) ![Vivian Acquah wearing a head wrap with purple ombre braids in an updo](https://amplifydei.com/wp-content/uploads/2025/06/Vivian-Acquah-Certified-Inclusion-Strategist-Amplify-DEI-DEI-Strategist.png "Vivian Acquah Certified Inclusion Strategist Amplify DEI DEI Strategist - Amplify DEI") Vivian is a great speaker who knows how to inspire an audience and convey a powerful message in a safe environment. Vivian is available for virtual keynotes, events, summits, workshops, roundtable discussions, webinars and podcast interviews. She knows how to inspire managers, inclusion professionals, HR professionals, L&D professionals and decision makers who want to do better when it comes to strengthening inclusion & employee sustainability. Warning: it is important to share that Vivian Acquah CDE® may sometimes talk about food during a presentation or a lecture, a few times during this talk. Please have your (healthy) snacks ready. Vivian Acquah cannot be held responsible for any (unhealthy) cravings. ## Inclusion Training/ Workshop [ ![Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/wp-content/uploads/2026/02/Strategy-Workshop-400x284.jpg) ](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters")## [Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters") [ ![Experience Design Thinking](https://amplifydei.com/wp-content/uploads/2026/02/Design-Thinking-400x284.jpg) ](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking")## [Experience Design Thinking](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking") [ ![Psychological Safety for Leaders](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-for-Leaders-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders")## [Psychological Safety for Leaders](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders") [ ![Psychological Safety Training for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-Training-for-Teams-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams")## [Psychological Safety Training for Teams](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams") [ ![Empowering Leadership with Cultural Intelligence](https://amplifydei.com/wp-content/uploads/2026/01/Empowering-Leadership-with-Cultural-Intelligence-400x284.jpg) ](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence")## [Empowering Leadership with Cultural Intelligence](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence") [ ![Cultural Intelligence for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Cultural-Intelligence-CQ-for-Teams-400x284.jpg) ](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams")## [Cultural Intelligence for Teams](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams") [ ![Inclusive Hiring](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Hiring-400x284.png) ](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring")## [Inclusive Hiring](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring") [ ![Inclusive Workshop Facilitation](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Workshop-Facilitation-400x284.png) ](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation")## [Inclusive Workshop Facilitation](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation") [« Older Entries](https://amplifydei.com/project/cultural-intelligence-for-teams/page/2/?aioseo_llms_generation=1&et_portfolio) ## What is cultural intelligence (CQ) for teams? #### What is cultural intelligence (CQ) for teams? Cultural intelligence for teams is the team’s ability to recognize, understand, and adapt to cultural differences among members. It helps diverse teams collaborate effectively, communicate better, and achieve stronger results by turning cultural diversity into a strength rather than a challenge. Elevate your team’s performance with [the CQ for teams training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### How does CQ differ from diversity training? Diversity training focuses on awareness of differences and avoiding bias. CQ goes further by building practical skills to adapt behavior, make decisions, and solve problems across cultures. It’s measurable, learnable, and directly improves team performance. Elevate your team’s performance with [the CQ for teams training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### What are the four main parts of CQ? - **Drive**: Motivation to engage with other cultures. - **Knowledge**: Understanding cultural norms and values. - **Strategy**: Planning and adjusting in real-time. - **Action**: Changing behavior to fit the situation. Elevate your team’s performance with [the CQ for teams training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### Why do teams need cultural intelligence? Modern teams are often global or multicultural. CQ reduces misunderstandings, builds trust, boosts innovation, and improves productivity. Without it, cultural clashes can cause conflict, poor decisions, and low morale. Elevate your team’s performance with [the CQ for teams training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### How can a team measure its CQ? Use validated CQ assessments for individuals, then aggregate team scores. Track team performance metrics like collaboration surveys, project success rates, and feedback on cross-cultural interactions. Elevate your team’s performance with [the CQ for teams training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### What challenges do low-CQ teams face? Miscommunication, stereotypes, the exclusion of quieter members, delayed decisions, and unresolved conflicts are common issues in (virtual) teams. Elevate your team’s performance with [the CQ for teams training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### What are simple ways to build CQ in a team? Hold regular “culture share” sessions, practice active listening, learn basic norms of teammates’ backgrounds, role-play scenarios, and celebrate cultural wins. Start small with daily check-ins on communication styles. Elevate your team’s performance with [the CQ for teams training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### Can any team improve its CQ? Yes! CQ is a skill, not a fixed trait. With training, practice, and leadership support, all teams can develop it. Progress shows in better teamwork within weeks to months. Elevate your team’s performance with [the CQ for teams training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! **Project Tags:** Biases, Collaboration, Conflict, DEI, Diversity Equity Inclusion, Empathy, Equality, High Performing Teams, Inclusion, Inclusive Leader, Inclusive Leadership, Leader, Leadership, Leadership Development, Leadership Training, microaggression, microaggressions, team, Teambuilding, teams, Toxic Workplace, Unconscious Bias, Virtual Reality, Vivian Acquah, VR --- ### [Empowering Leadership with Cultural Intelligence](https://amplifydei.com/project/leadership-cultural-intelligence/) **Published:** January 14, 2026 **Author:** Vivian Acquah **Content:** ![Amplify Empathie met Virtual Reality BNR Radio Kennisplatform Inclusief Samenleven Effectieve antidiscriminatie-interventie Vivian Acquah Anita Abaisa](https://amplifydei.com/wp-content/uploads/2026/01/Empowering-Leadership-with-Cultural-Intelligence.jpg "Empowering Leadership with Cultural Intelligence CQ Vivian Acquah - Amplify DEI") # **Empowering Leadership with Cultural Intelligence** In today’s globalized and diverse workplace, effective leadership goes beyond managing tasks; it’s about understanding and leveraging the unique perspectives, values, and experiences that each team member brings to the table. **Empowering Team Leaders with Cultural Intelligence** is a dynamic and interactive workshop designed to equip leaders with the skills and strategies needed to navigate cultural differences and foster inclusive, high-performing teams. This workshop introduces the **Cultural Intelligence (CQ®) model**, a research-based framework that helps leaders work effectively across cultural boundaries;whether those differences are multinational, generational, ethnic, or organizational. Participants will explore the challenges and opportunities that come with leading diverse teams and learn how to reframe diversity as a source of synergy and innovation. Through real-world examples, self-reflection activities, and group discussions, leaders will gain practical tools to create an inclusive team culture that drives collaboration, trust, and performance. The session goes beyond simply identifying cultural challenges. It emphasizes actionable strategies for applying the CQ model to real-life leadership scenarios, such as facilitating psychological safety, encouraging perspective-taking, and promoting intellectual honesty. Leaders will leave the workshop with a concrete action plan to enhance their cultural intelligence and lead their teams with greater confidence and effectiveness. Whether you’re managing a multinational team, navigating generational differences, or striving to create a more inclusive workplace, this workshop will empower you to lead with Cultural Intelligence and transform your team dynamics. **Comprehensive Assessment Suite** - **CQ Pro Assessment & Feedback Report:** Each participant receives an individual report measuring their skills in four distinct areas of cultural intelligence. This serves as a personal benchmark for growth. [View Sample Report](https://culturalq.com/wp-content/uploads/2025/08/CQ-Pro-Feedback-Report-v6.2-Sample.pdf) - **Individual Behavioral Preferences Report:** Detailed feedback on personal work styles and preferences. [View Sample Report](https://culturalq.com/wp-content/uploads/2025/08/Behavioral-Preferences-Feedback-Report-v6.2-Sample.pdf) **Learning objectives** 1. **Understand the CQ® Model**: Learn the four key capabilities of Cultural Intelligence and how they apply to effective team leadership. 2. **Navigate Cultural Differences**: Build skills to identify and leverage cultural differences to enhance team synergy and performance. 3. **Foster Psychological Safety**: Develop strategies to create a safe and inclusive environment where team members feel valued and heard. 4. **Encourage Perspective-Taking**: Learn techniques to understand and appreciate diverse viewpoints, driving better decision-making and collaboration. 5. **Reduce Bias in Hiring and Leadership**: Use CQ skills and structured approaches to minimize bias in recruitment and team management. 6. **Create a CQ Development Plan**: Develop a personalized roadmap to continue building your Cultural Intelligence and leadership effectiveness. **Format** Empowering Team Leaders with Cultural Intelligence is an interactive session of 4 hours, delivered virtually or in person, with time built in for peer-to-peer interaction with the audience and Q&A. ## **Interested in having Vivian Acquah CDE® speak at your** **next event or hire her for workshops?** [Click here to book your complimentary strategy call!](https://fill.formnx.com/f/17pf12) ![Vivian Acquah wearing a head wrap with purple ombre braids in an updo](https://amplifydei.com/wp-content/uploads/2025/06/Vivian-Acquah-Certified-Inclusion-Strategist-Amplify-DEI-DEI-Strategist.png "Vivian Acquah Certified Inclusion Strategist Amplify DEI DEI Strategist - Amplify DEI") Vivian is a great speaker who knows how to inspire an audience and convey a powerful message in a safe environment. Vivian is available for virtual keynotes, events, summits, workshops, roundtable discussions, webinars and podcast interviews. She knows how to inspire managers, inclusion professionals, HR professionals, L&D professionals and decision makers who want to do better when it comes to strengthening inclusion & employee sustainability. Warning: it is important to share that Vivian Acquah CDE® may sometimes talk about food during a presentation or a lecture, a few times during this talk. Please have your (healthy) snacks ready. Vivian Acquah cannot be held responsible for any (unhealthy) cravings. ## Inclusion Training/ Workshop [ ![Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/wp-content/uploads/2026/02/Strategy-Workshop-400x284.jpg) ](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters")## [Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters") [ ![Experience Design Thinking](https://amplifydei.com/wp-content/uploads/2026/02/Design-Thinking-400x284.jpg) ](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking")## [Experience Design Thinking](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking") [ ![Psychological Safety for Leaders](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-for-Leaders-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders")## [Psychological Safety for Leaders](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders") [ ![Psychological Safety Training for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-Training-for-Teams-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams")## [Psychological Safety Training for Teams](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams") [ ![Empowering Leadership with Cultural Intelligence](https://amplifydei.com/wp-content/uploads/2026/01/Empowering-Leadership-with-Cultural-Intelligence-400x284.jpg) ](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence")## [Empowering Leadership with Cultural Intelligence](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence") [ ![Cultural Intelligence for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Cultural-Intelligence-CQ-for-Teams-400x284.jpg) ](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams")## [Cultural Intelligence for Teams](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams") [ ![Inclusive Hiring](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Hiring-400x284.png) ](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring")## [Inclusive Hiring](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring") [ ![Inclusive Workshop Facilitation](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Workshop-Facilitation-400x284.png) ](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation")## [Inclusive Workshop Facilitation](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation") [« Older Entries](https://amplifydei.com/project/leadership-cultural-intelligence/page/2/?aioseo_llms_generation=1&et_portfolio) ## What is Empowering Leadership with Cultural Intelligence? #### What is Empowering Leadership with Cultural Intelligence? Empowering Leadership involves giving team members autonomy, resources, and support to make decisions and take initiative. When combined with Cultural Intelligence (CQ), leaders adapt this approach to diverse cultural contexts, recognizing that empowerment looks different across cultures; like more guidance for high-power-distance teams versus independence for egalitarian ones. This creates inclusive, high-performing multicultural teams Elevate your team’s performance with [the CQ for teams training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### Why combine empowering leadership with CQ? Cultural differences affect how people respond to empowerment. Some cultures value directive guidance, others prefer autonomy. CQ-equipped leaders read these cues, adjust their style, and build trust across backgrounds. This prevents misunderstandings, boosts engagement, and leverages diversity for innovation, making teams more resilient and productive in global settings. Elevate your team’s performance with [the CQ for teams training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### What are the four CQ dimensions leaders should use? Leaders apply **CQ Drive** (motivation for cross-cultural work), **CQ Knowledge** (understanding cultural norms), **CQ Strategy** (planning and adapting in real-time), and **CQ Action** (flexible behaviors). These help tailor empowerment, offering coaching to indirect communicators or space for debate in consensus cultures, ensuring every team member thrives. Elevate your team’s performance with [the CQ for teams training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### How does CQ improve psychological safety in empowered teams? CQ helps leaders create safe spaces by validating diverse viewpoints and addressing cultural fears of failure or conflict. Empowering leaders with high CQ encourages open dialogue, models vulnerability, and adapts feedback styles, fostering trust so that team members from any culture feel safe to innovate and take risks. Elevate your team’s performance with [the CQ for teams training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### What are examples of culturally intelligent empowering actions? A leader might delegate fully to low-hierarchy cultures but provide structured check-ins for high-hierarchy ones, rotate meeting facilitation to amplify quiet voices, or celebrate collective wins in group-oriented teams. These actions show respect for differences while promoting growth and shared ownership. Elevate your team’s performance with [the CQ for teams training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### How can leaders develop CQ for empowering leadership? Start with CQ assessments, seek feedback from diverse team members, study cultural dimensions like individualism vs. collectivism, and practice adaptive delegation. Attend CQ training, reflect on past interactions, and build diverse networks. Consistent effort turns cultural awareness into empowering leadership skills. Elevate your team’s performance with [the CQ for teams training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### What challenges arise without CQ in empowering leadership? Leaders may unintentionally disempower members by imposing one-size-fits-all autonomy, causing confusion in directive-preferring cultures or micromanaging in independent ones. This situation leads to low morale, resistance, and turnover. CQ prevents these pitfalls by customizing empowerment to cultural realities. Elevate your team’s performance with [the CQ for teams training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### What results can teams expect from this leadership style? Teams gain higher engagement, creativity, and performance as members feel valued and capable. Reduced cultural friction improves collaboration, speeds decisions, and enhances retention. Leaders foster innovation hubs where diverse ideas converge, driving business success in multicultural environments. Elevate your team’s performance with [the CQ for teams training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! **Project Tags:** Biases, Collaboration, Conflict, DEI, Diversity Equity Inclusion, Empathy, Equality, High Performance, High Performing Teams, Inclusion, Inclusive Leader, Inclusive Leadership, Leader, Leadership, Leadership Development, Leadership Training, microaggression, microaggressions, Performance, team, Team Collaboration, Teambuilding, teams, Toxic Workplace, Unconscious Bias, Virtual Reality, Vivian Acquah, VR --- ### [Psychological Safety Training for Teams](https://amplifydei.com/project/psychological-safety-training-for-teams/) **Published:** January 17, 2026 **Author:** Vivian Acquah **Content:** ![Amplify Empathie met Virtual Reality BNR Radio Kennisplatform Inclusief Samenleven Effectieve antidiscriminatie-interventie Vivian Acquah Anita Abaisa](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-Training-for-Teams-scaled.jpg "Psychological Safety Training for Teams Vivian Acquah - Amplify DEI") # **Psychological Safety Training for Teams** A team’s true potential is unlocked when every member feels safe to speak up, take risks, and collaborate openly. **Psychological Safety Training for Teams** is an engaging and practical workshop designed to help teams build trust, improve communication, and create a culture where everyone thrives. In this interactive session, participants will explore what psychological safety really means, why it’s essential for high-performing teams, and how to embed it into everyday team interactions. Through real-world case studies, hands-on exercises, and meaningful conversations, your team will learn how to strengthen collaboration, give and receive feedback effectively, and navigate challenges together. Each workshop is tailored to your team’s unique needs and challenges, ensuring that the tools and strategies you gain are immediately applicable. By the end of the session, your team will leave with a shared understanding, a stronger sense of connection, and practical steps to continue fostering psychological safety in your workplace. **Learning objectives** 1. **Understand Psychological Safety:** Learn what it is and why it is the foundation of high-performing team success. 2. **Build Everyday Habits:** Develop practical strategies to embed psychological safety into daily meetings and feedback. 3. **Strengthen Trust and Communication:** Engage in exercises designed to improve open dialogue and interpersonal trust. 4. **Define Team Standards:** Collaboratively design a Team Charter to align on shared behaviors and core values. 5. **Drive Continuous Improvement:** Learn to run effective retrospectives and commit to tangible actions for a stronger culture. ### ### **What’s Included:** - **Tailored Workshop**: A session customized to your team’s context, challenges, and goals. - **Interactive Exercises**: Hands-on activities and real conversations to build trust and collaboration. - **Valuable Resources**: Tools and materials to continue developing psychological safety beyond the session. - **Psychological Safety Certificate**: A credential to recognize your team’s commitment to fostering a safe and inclusive environment. **Format** Psychological Safety Training for Teams is an interactive workshop ranging from 4 hours to 2 days. Delivered virtually or in person, with time built in for peer-to-peer interaction with the audience and Q&A. ### **Why This Workshop Matters** Psychological safety is the foundation of a thriving team. It empowers individuals to share ideas, take risks, and work together effectively. Whether your team is newly formed or well-established, this workshop will help you create a culture where everyone feels valued, heard, and supported. Reach out to unlock your team’s full potential and build a stronger, more connected workplace! ## **Interested in having Vivian Acquah CDE® speak at your** **next event or hire her for workshops?** [Click here to book your complimentary strategy call!](https://fill.formnx.com/f/17pf12) ![Vivian Acquah wearing a head wrap with purple ombre braids in an updo](https://amplifydei.com/wp-content/uploads/2025/06/Vivian-Acquah-Certified-Inclusion-Strategist-Amplify-DEI-DEI-Strategist.png "Vivian Acquah Certified Inclusion Strategist Amplify DEI DEI Strategist - Amplify DEI") Vivian is a great speaker who knows how to inspire an audience and convey a powerful message in a safe environment. Vivian is available for virtual keynotes, events, summits, workshops, roundtable discussions, webinars and podcast interviews. She knows how to inspire managers, inclusion professionals, HR professionals, L&D professionals and decision makers who want to do better when it comes to strengthening inclusion & employee sustainability. Warning: it is important to share that Vivian Acquah CDE® may sometimes talk about food during a presentation or a lecture, a few times during this talk. Please have your (healthy) snacks ready. Vivian Acquah cannot be held responsible for any (unhealthy) cravings. ## Inclusion Training/ Workshop [ ![Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/wp-content/uploads/2026/02/Strategy-Workshop-400x284.jpg) ](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters")## [Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters") [ ![Experience Design Thinking](https://amplifydei.com/wp-content/uploads/2026/02/Design-Thinking-400x284.jpg) ](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking")## [Experience Design Thinking](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking") [ ![Psychological Safety for Leaders](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-for-Leaders-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders")## [Psychological Safety for Leaders](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders") [ ![Psychological Safety Training for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-Training-for-Teams-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams")## [Psychological Safety Training for Teams](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams") [ ![Empowering Leadership with Cultural Intelligence](https://amplifydei.com/wp-content/uploads/2026/01/Empowering-Leadership-with-Cultural-Intelligence-400x284.jpg) ](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence")## [Empowering Leadership with Cultural Intelligence](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence") [ ![Cultural Intelligence for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Cultural-Intelligence-CQ-for-Teams-400x284.jpg) ](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams")## [Cultural Intelligence for Teams](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams") [ ![Inclusive Hiring](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Hiring-400x284.png) ](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring")## [Inclusive Hiring](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring") [ ![Inclusive Workshop Facilitation](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Workshop-Facilitation-400x284.png) ](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation")## [Inclusive Workshop Facilitation](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation") [« Older Entries](https://amplifydei.com/project/psychological-safety-training-for-teams/page/2/?aioseo_llms_generation=1&et_portfolio) ## Psychological Safety in Teams #### What is Psychological Safety? Psychological safety means team members feel secure to take risks without fearing punishment or embarrassment. They can share ideas, ask questions, and admit mistakes freely. This creates trust and openness. In such teams, people contribute authentically, leading to better collaboration and innovation. Leaders foster it by showing vulnerability and respecting all views. It’s key for high-performing teams. Elevate your team’s performance with [the Psychological Safety for Teams training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### Why Psychological Safety Important for Teams? Psychological safety boosts team performance and wellbeing. People share ideas openly, report errors early, and innovate more. Without it, stress rises, engagement falls, and turnover increases. Employees self-censor, stifling creativity. It improves decisions by valuing diverse input. Teams with it adapt faster and retain talent. It’s vital for inclusive, successful workplaces. Elevate your team’s performance with [the Psychological Safety for Teams training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### How Can Managers Build Psychological Safety? Managers build it by being open about their mistakes, listening actively, and responding positively to feedback. Invite input explicitly and protect against blame. Ensure confidentiality and value diverse opinions. Model inclusivity and follow through on promises. These actions signal safety, encouraging risk-taking and trust. Consistency over time strengthens team bonds. Elevate your team’s performance with [the Psychological Safety for Teams training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### What Happens When Psychological Safety is Missing? Without psychological safety, teams suffer. Employees hide mistakes, withhold ideas, and disengage. Burnout and turnover rise. Collaboration weakens as self-protection dominates. Innovation stalls, and unresolved conflicts build. Toxic cultures emerge with gossip instead of dialogue. Performance drops, harming the organisation overall. Elevate your team’s performance with [the Psychological Safety for Teams training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### Can Psychological Safety Exist Alongside Accountability? Yes, they work together well. Psychological safety allows admitting mistakes without fear, while accountability ensures responsibility for actions. Leaders address failures constructively as learning chances. Clear standards and support create ownership. Balanced teams outperform others by encouraging effort and growth. Elevate your team’s performance with [the Psychological Safety for Teams training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### How Do You Measure Psychological Safety? Measure it via surveys asking if people feel safe sharing ideas, admitting errors, or seeking help. Track meeting participation and feedback openness. Use engagement scores, turnover data, and interviews. Regular checks identify issues and gauge progress from interventions. Elevate your team’s performance with [the Psychological Safety for Teams training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### What Specific Behaviours Threaten Psychological Safety? Threats include public criticism, idea dismissal, blaming messengers, sarcasm, and breaches of trust. Micromanagement, favouritism, and inconsistency signal danger. These make people withdraw, fearing humiliation. Teams must spot and stop them to maintain safety. Elevate your team’s performance with [the Psychological Safety for Teams training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### How Long Does Building Psychological Safety Take? It takes 3-6 months for initial gains, 12-18 months for deep trust. Depends on culture, leadership, and consistency. Small daily actions matter more than big events. It’s ongoing maintenance, not a one-off fix. Patience yields lasting results. Elevate your team’s performance with [the Psychological Safety for Teams training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! **Project Tags:** Biases, Collaboration, Conflict, DEI, Diversity Equity Inclusion, Empathy, Equality, High Performance, High Performing Teams, Inclusion, Inclusive Leader, Inclusive Leadership, Leader, Leadership, Leadership Development, Leadership Training, microaggression, microaggressions, Performance, psychological safety, team, Team Collaboration, Teambuilding, teams, Toxic Workplace, Unconscious Bias, Virtual Reality, Vivian Acquah, VR --- ### [Psychological Safety for Leaders](https://amplifydei.com/project/psychological-safety-for-leaders/) **Published:** January 17, 2026 **Author:** Vivian Acquah **Content:** ![A cartoon woman sits in front of a blue wall with chairs and a yellow light.](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-for-Leaders-scaled.jpg "Psychological Safety for Leaders Vivian Acquah - Amplify DEI") # **Psychological Safety for Leaders** In today’s fast-paced and high-pressure environments, leaders are expected to deliver results, drive innovation, and nurture a resilient organizational culture. But how can leaders achieve these goals while fostering trust, collaboration, and openness within their teams? The answer lies in **psychological safety**. **Psychological Safety for Leaders** is an engaging and practical workshop designed to equip leaders, executives, and managers with the tools and strategies to create a culture where individuals feel safe to speak up, take risks, and contribute their best ideas. This session goes beyond theory, offering real-world examples, interactive discussions, and actionable practices tailored to the unique challenges of leadership. Participants will explore the essentials of psychological safety, including how to navigate power dynamics, lead effective 1-1s, and foster inclusive team environments. The workshop also emphasizes the importance of leaders caring for their own psychological safety, ensuring they can lead with resilience and authenticity. Whether you’re managing a team, leading an organization, or shaping strategy at the executive level, this workshop will empower you to lead with confidence and compassion. **Learning Objectives** - **Understand Psychological Safety in Leadership**: Learn the theory and evidence behind psychological safety and its impact on team performance and innovation. - **Develop Leadership Behaviors**: Explore practical strategies and behaviors to foster trust, openness, and collaboration within your teams. - **Navigate Power Dynamics**: Gain insights into managing hierarchies, 1-1s, and meetings to create a safe and inclusive environment. - **Address Diversity in Teams**: Learn how cultural and neurodiversity influence psychological safety and how to lead inclusively across differences. - **Care for Your Own Psychological Safety**: Discover strategies to maintain your resilience and well-being as a leader while fostering a positive team culture. #### #### **Why This Workshop Matters** Psychological safety is the foundation of high-performing teams and resilient organizations. As a leader, your ability to create and sustain this environment is key to unlocking your team’s full potential. Join us for this transformative workshop and take the first step toward becoming a leader who inspires trust, innovation, and success. **Programme Format** The **Psychological Safety for Leaders** workshop is designed to fit seamlessly into your busy schedule, with flexible session durations ranging from 1.5 to 4 hours. This interactive and hands-on training combines theory, real-world examples, and practical exercises to ensure an engaging learning experience. Tailored to the unique challenges of leadership, the session encourages active participation, group discussions, and self-reflection, empowering leaders to apply their new skills immediately. ## **Hire Vivian Acquah CDE® to speak at your next event or hire her for workshops!** [Click here to book your complimentary strategy call!](https://fill.formnx.com/f/17pf12) ![Vivian Acquah wearing a head wrap with purple ombre braids in an updo](https://amplifydei.com/wp-content/uploads/2025/06/Vivian-Acquah-Certified-Inclusion-Strategist-Amplify-DEI-DEI-Strategist.png "Vivian Acquah Certified Inclusion Strategist Amplify DEI DEI Strategist - Amplify DEI") Vivian is a great speaker who knows how to inspire an audience and convey a powerful message in a safe environment. Vivian is available for virtual keynotes, events, summits, workshops, roundtable discussions, webinars and podcast interviews. She knows how to inspire managers, inclusion professionals, HR professionals, L&D professionals and decision makers who want to do better when it comes to strengthening inclusion & employee sustainability. Warning: it is important to share that Vivian Acquah CDE® may sometimes talk about food during a presentation or a lecture, a few times during this talk. Please have your (healthy) snacks ready. Vivian Acquah cannot be held responsible for any (unhealthy) cravings. ## Inclusion Training/ Workshops [ ![Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/wp-content/uploads/2026/02/Strategy-Workshop-400x284.jpg) ](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters")## [Strategy Workshop: Align Your Team and Define What Truly Matters](https://amplifydei.com/project/strategy-workshop-align-your-team/ "Strategy Workshop: Align Your Team and Define What Truly Matters") [ ![Experience Design Thinking](https://amplifydei.com/wp-content/uploads/2026/02/Design-Thinking-400x284.jpg) ](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking")## [Experience Design Thinking](https://amplifydei.com/project/experience-design-thinking/ "Experience Design Thinking") [ ![Psychological Safety for Leaders](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-for-Leaders-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders")## [Psychological Safety for Leaders](https://amplifydei.com/project/psychological-safety-for-leaders/ "Psychological Safety for Leaders") [ ![Psychological Safety Training for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Psychological-Safety-Training-for-Teams-400x284.jpg) ](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams")## [Psychological Safety Training for Teams](https://amplifydei.com/project/psychological-safety-training-for-teams/ "Psychological Safety Training for Teams") [ ![Empowering Leadership with Cultural Intelligence](https://amplifydei.com/wp-content/uploads/2026/01/Empowering-Leadership-with-Cultural-Intelligence-400x284.jpg) ](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence")## [Empowering Leadership with Cultural Intelligence](https://amplifydei.com/project/leadership-cultural-intelligence/ "Empowering Leadership with Cultural Intelligence") [ ![Cultural Intelligence for Teams](https://amplifydei.com/wp-content/uploads/2026/01/Cultural-Intelligence-CQ-for-Teams-400x284.jpg) ](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams")## [Cultural Intelligence for Teams](https://amplifydei.com/project/cultural-intelligence-for-teams/ "Cultural Intelligence for Teams") [ ![Inclusive Hiring](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Hiring-400x284.png) ](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring")## [Inclusive Hiring](https://amplifydei.com/project/inclusive-hiring/ "Inclusive Hiring") [ ![Inclusive Workshop Facilitation](https://amplifydei.com/wp-content/uploads/2025/07/Inclusive-Workshop-Facilitation-400x284.png) ](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation")## [Inclusive Workshop Facilitation](https://amplifydei.com/project/workshop-facilitation/ "Inclusive Workshop Facilitation") [« Older Entries](https://amplifydei.com/project/psychological-safety-for-leaders/page/2/?aioseo_llms_generation=1&et_portfolio) ## Psychological Safety for Leaders #### What is Psychological Safety for Leaders? Psychological safety for leaders means creating an environment where team members feel safe to express ideas, voice concerns, and admit errors without fear of reprisal. As a leader, you model vulnerability by sharing your own challenges. This builds trust, encourages open dialogue, and unlocks team potential. Leaders who prioritise it foster innovation, better decisions, and higher engagement. It’s about making everyone feel valued and heard, transforming how teams collaborate and perform. Elevate your team’s performance with [the Psychological Safety for Leaders training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### Why is Psychological Safety Important for Leaders? It helps leaders unlock team potential by encouraging open communication. Safe teams make fewer errors, innovate more, and stay engaged. Without it, fear stops people from speaking up, harming performance. Leaders who foster it see improved results, loyalty, and adaptability. It’s key for modern workplaces facing rapid change. Elevate your team’s performance with [the Psychological Safety for Leaders training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### How Can Leaders Build Psychological Safety? Leaders start by admitting their own mistakes and asking for feedback. They listen without interrupting and thank people for input. Set clear rules against blame and celebrate learning from failures. Hold regular check-ins to build trust. Consistency over time creates a safe space where teams thrive. Elevate your team’s performance with [the Psychological Safety for Leaders training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### What Does a Psychologically Safe Team Look Like? In a safe team, people freely share ideas in meetings, challenge decisions respectfully, and report problems early. Errors are discussed openly for lessons, not shame. Everyone feels valued, regardless of role. Leaders notice high energy, creativity, and quick problem-solving as signs of success. Elevate your team’s performance with [the Psychological Safety for Leaders training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### How Should Leaders Respond to Feedback? Leaders should thank the giver, reflect on it calmly, and follow up with actions. Avoid defensiveness or excuses. Show how feedback improves decisions. This builds trust and encourages more input. Over time, it strengthens relationships and team performance. Elevate your team’s performance with [the Psychological Safety for Leaders training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### What are Common Barriers to Psychological Safety? Barriers include blame culture, hierarchy that silences juniors, or leaders who dismiss ideas. Micromanaging or ignoring diversity also harms it. Past negative experiences make people cautious. Leaders must address these by modelling openness and fairness. Elevate your team’s performance with [the Psychological Safety for Leaders training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### How Can Leaders Measure Psychological Safety? Use simple surveys asking if people feel safe to speak up or admit errors. Observe participation in meetings and track voluntary feedback. Monitor turnover and engagement levels. Regular anonymous checks help leaders spot issues early and improve. Elevate your team’s performance with [the Psychological Safety for Leaders training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! #### How Long Does It Take to Create Psychological Safety? It can take weeks for initial trust but months for deep safety. Leaders need consistent effort like daily positive actions. Quick wins build momentum, but full change requires patience and reinforcement. Results grow with time and commitment. Elevate your team’s performance with [the Psychological Safety for Leaders training](https://amplifydei.com/training/ "Inclusion | Services | Training | Amplify DEI")! **Project Tags:** Accessible job postings, Age diversity, Amplify Your Voice, Anti-discrimination hiring, Bias-free recruitment, Candidate diversity, Communication, Cultural competence, DEI, Disability inclusion, Diverse talent pipeline, Diversity, Diversity recruitment, effective communication, Equal pay, Equity in hiring, Fair hiring practices, gender diversity, Inclusion, Inclusive hiring, Inclusive interview process, Inclusive job descriptions, Inclusive Leader, Inclusive Leadership, Inclusive onboarding, Inclusive recruitment strategies, Inclusive workplace, Keynote Speaker, Language, Leader, Leadership, Leadership Development, LGBTQ+ inclusion, Neurodiversity in hiring, Public Speaking, Racial equity in hiring, Representation in hiring, Speaker, Unbiased hiring practices, Vivian Acquah --- ## Categories ### 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[Burnout](https://amplifydei.com/project_tag/burnout/) --- ### [Inclusive Leadership](https://amplifydei.com/project_tag/inclusive-leadership/) --- ### [Unconscious Bias](https://amplifydei.com/project_tag/unconscious-bias/) --- ### [Bias](https://amplifydei.com/project_tag/bias/) --- ### [VR](https://amplifydei.com/project_tag/vr/) --- ### [Virtual Reality](https://amplifydei.com/project_tag/virtual-reality/) --- ### [Hackathon](https://amplifydei.com/project_tag/hackathon/) --- ### [Agile](https://amplifydei.com/project_tag/agile/) --- ### [Pump Up The Jam](https://amplifydei.com/project_tag/pump-up-the-jam/) --- ### [DEI Manager](https://amplifydei.com/project_tag/dei-manager/) --- ### [DGI Manager](https://amplifydei.com/project_tag/dgi-manager/) --- ### [Teambuilding](https://amplifydei.com/project_tag/teambuilding/) --- ### [teams](https://amplifydei.com/project_tag/teams/) --- ### [team](https://amplifydei.com/project_tag/team/) --- ### [allyship](https://amplifydei.com/project_tag/allyship/) --- ### [Allies](https://amplifydei.com/project_tag/allies/) --- ### [Cultural Intelligence](https://amplifydei.com/project_tag/cultural-intelligence/) --- ### [team building](https://amplifydei.com/project_tag/team-building/) --- ### [empowerment](https://amplifydei.com/project_tag/empowerment/) --- ### [Amplify Your Voice](https://amplifydei.com/project_tag/amplify-your-voice/) --- ### [Public Speaking](https://amplifydei.com/project_tag/public-speaking/) --- ### [Intersectionaliteit](https://amplifydei.com/project_tag/intersectionaliteit/) --- ### [intersectionality](https://amplifydei.com/project_tag/intersectionality/) --- ### [Culture](https://amplifydei.com/project_tag/culture/) --- ### [Cultural Sensitivity](https://amplifydei.com/project_tag/cultural-sensitivity/) --- ### [Leadership](https://amplifydei.com/project_tag/leadership/) --- ### [Leader](https://amplifydei.com/project_tag/leader/) --- ### [Neuroinclusive leadership](https://amplifydei.com/project_tag/neuroinclusive-leadership/) --- ### [Discrimination](https://amplifydei.com/project_tag/discrimination/) --- ### [Identity](https://amplifydei.com/project_tag/identity/) --- ### [Neuroinclusion](https://amplifydei.com/project_tag/neuroinclusion/) --- ### [Biases](https://amplifydei.com/project_tag/biases/) --- ### [Unconscious Biases](https://amplifydei.com/project_tag/unconscious-biases/) --- ### [Neurodiverse](https://amplifydei.com/project_tag/neurodiverse/) --- ### [Neurodiversity](https://amplifydei.com/project_tag/neurodiversity/) --- ### [Diversity Equity Inclusion](https://amplifydei.com/project_tag/diversity-equity-inclusion/) --- ### [No categories Bias](https://amplifydei.com/project_tag/no-categories-bias/) --- ### [Netwerkgroups](https://amplifydei.com/project_tag/netwerkgroups/) --- ### [Inclusion Professionals](https://amplifydei.com/project_tag/inclusion-professionals/) --- ### [Employee Sustainability](https://amplifydei.com/project_tag/employee-sustainability/) --- ### [Career Development](https://amplifydei.com/project_tag/career-development/) --- ### [Leadership Development](https://amplifydei.com/project_tag/leadership-development/) --- ### [Inclusive Leader](https://amplifydei.com/project_tag/inclusive-leader/) --- ### [Speaker](https://amplifydei.com/project_tag/speaker/) --- ### [Keynote Speaker](https://amplifydei.com/project_tag/keynote-speaker/) --- ### [Courageous Conversations](https://amplifydei.com/project_tag/courageous-conversations/) --- ### [exclusion](https://amplifydei.com/project_tag/exclusion/) --- ### [ally](https://amplifydei.com/project_tag/ally/) --- ### [gender diversity](https://amplifydei.com/project_tag/gender-diversity/) --- ### [brave conversations](https://amplifydei.com/project_tag/brave-conversations/) --- ### [difficult conversation](https://amplifydei.com/project_tag/difficult-conversation/) --- ### [microaggression](https://amplifydei.com/project_tag/microaggression/) --- ### [microaggressions](https://amplifydei.com/project_tag/microaggressions/) --- ### [effective communication](https://amplifydei.com/project_tag/effective-communication/) --- ### [challenging conversations](https://amplifydei.com/project_tag/challenging-conversations/) --- ### [racism](https://amplifydei.com/project_tag/racism/) --- ### [women](https://amplifydei.com/project_tag/women/) --- ### [Diversity Equality Inclusion](https://amplifydei.com/project_tag/diversity-equality-inclusion/) --- ### [Equality](https://amplifydei.com/project_tag/equality/) --- ### [Gender Bias](https://amplifydei.com/project_tag/gender-bias/) --- ### [Age Bias](https://amplifydei.com/project_tag/age-bias/) --- ### [Prejudices](https://amplifydei.com/project_tag/prejudices/) --- ### [Culturally Sensitive](https://amplifydei.com/project_tag/culturally-sensitive/) --- ### [CQ](https://amplifydei.com/project_tag/cq/) --- ### [Ally DEI](https://amplifydei.com/project_tag/ally-dei/) --- ### [Difficult Conversations](https://amplifydei.com/project_tag/difficult-conversations/) --- ### [Tough Conversations](https://amplifydei.com/project_tag/tough-conversations/) --- ### [Inclusive Language.](https://amplifydei.com/project_tag/inclusive-language/) --- ### [Empathy](https://amplifydei.com/project_tag/empathy/) --- ### [Leadership Training](https://amplifydei.com/project_tag/leadership-training/) --- ### [Toxic Workplace](https://amplifydei.com/project_tag/toxic-workplace/) --- ### [Conflict](https://amplifydei.com/project_tag/conflict/) --- ### [High Performing Teams](https://amplifydei.com/project_tag/high-performing-teams/) --- ### [Amplify Inclusive Leadership](https://amplifydei.com/project_tag/amplify-inclusive-leadership/) --- ### [Inclusive](https://amplifydei.com/project_tag/inclusive/) --- ### [Diversity Equality Diversity](https://amplifydei.com/project_tag/diversity-equality-diversity/) --- ### [Self Leadership](https://amplifydei.com/project_tag/self-leadership/) --- ### [Inclusion coaching](https://amplifydei.com/project_tag/inclusion-coaching/) --- ### [DEI coaching](https://amplifydei.com/project_tag/dei-coaching/) --- ### [DEI Coach](https://amplifydei.com/project_tag/dei-coach/) --- ### [Coach](https://amplifydei.com/project_tag/coach/) --- ### [Equity-focused leadership](https://amplifydei.com/project_tag/equity-focused-leadership/) --- ### [Inclusive workplace culture](https://amplifydei.com/project_tag/inclusive-workplace-culture/) --- ### [anti-bias training](https://amplifydei.com/project_tag/anti-bias-training/) --- ### [inclusive team management](https://amplifydei.com/project_tag/inclusive-team-management/) --- ### [Inclusive Language](https://amplifydei.com/project_tag/inclusive-language-2/) --- ### [Language](https://amplifydei.com/project_tag/language/) --- ### [Communication](https://amplifydei.com/project_tag/communication/) --- ### [Inclusive Language Strategy](https://amplifydei.com/project_tag/inclusive-language-strategy/) --- ### [Team alignment](https://amplifydei.com/project_tag/team-alignment/) --- ### [Decision-making](https://amplifydei.com/project_tag/decision-making/) --- ### [Miscommunication](https://amplifydei.com/project_tag/miscommunication/) --- ### [Here’s the list without numbers and separated by commas: Workshop facilitation](https://amplifydei.com/project_tag/heres-the-list-without-numbers-and-separated-by-commas-workshop-facilitation/) --- ### [Team engagement](https://amplifydei.com/project_tag/team-engagement/) --- ### [Problem-solving](https://amplifydei.com/project_tag/problem-solving/) --- ### [Team cohesion](https://amplifydei.com/project_tag/team-cohesion/) --- ### [Strategy development](https://amplifydei.com/project_tag/strategy-development/) --- ### [Collaboration tools](https://amplifydei.com/project_tag/collaboration-tools/) --- ### [Conflict resolution](https://amplifydei.com/project_tag/conflict-resolution/) --- ### [Professional facilitator](https://amplifydei.com/project_tag/professional-facilitator/) --- ### [Team dynamics](https://amplifydei.com/project_tag/team-dynamics/) --- ### [Diversity and inclusion](https://amplifydei.com/project_tag/diversity-and-inclusion/) --- ### [Workshop design](https://amplifydei.com/project_tag/workshop-design/) --- ### [Effective teamwork](https://amplifydei.com/project_tag/effective-teamwork/) --- ### [Virtual workshops](https://amplifydei.com/project_tag/virtual-workshops/) --- ### [Team productivity](https://amplifydei.com/project_tag/team-productivity/) --- ### [Team challenges](https://amplifydei.com/project_tag/team-challenges/) --- ### [Facilitation process](https://amplifydei.com/project_tag/facilitation-process/) --- ### [Group decision-making](https://amplifydei.com/project_tag/group-decision-making/) --- ### [Facilitator expertise](https://amplifydei.com/project_tag/facilitator-expertise/) --- ### [In-person workshops](https://amplifydei.com/project_tag/in-person-workshops/) --- ### [Collaboration hurdles](https://amplifydei.com/project_tag/collaboration-hurdles/) --- ### [Leadership coaching](https://amplifydei.com/project_tag/leadership-coaching/) --- ### [Facilitation techniques](https://amplifydei.com/project_tag/facilitation-techniques/) --- ### [Inclusive environment](https://amplifydei.com/project_tag/inclusive-environment/) --- ### [Structured frameworks](https://amplifydei.com/project_tag/structured-frameworks/) --- ### [Communication barriers](https://amplifydei.com/project_tag/communication-barriers/) --- ### [High-performance teams](https://amplifydei.com/project_tag/high-performance-teams/) --- ### [AJ&Smart facilitation](https://amplifydei.com/project_tag/ajsmart-facilitation/) --- ### [Certified Diversity Executive](https://amplifydei.com/project_tag/certified-diversity-executive/) --- ### [Constructive conflict](https://amplifydei.com/project_tag/constructive-conflict/) --- ### [Energizing meetings](https://amplifydei.com/project_tag/energizing-meetings/) --- ### [Creative problem-solving](https://amplifydei.com/project_tag/creative-problem-solving/) --- ### [Inclusive collaboration](https://amplifydei.com/project_tag/inclusive-collaboration/) --- ### [Tailored workshops](https://amplifydei.com/project_tag/tailored-workshops/) --- ### [Collaboration strategies](https://amplifydei.com/project_tag/collaboration-strategies/) --- ### [Inclusive hiring](https://amplifydei.com/project_tag/inclusive-hiring/) --- ### [Equity in hiring](https://amplifydei.com/project_tag/equity-in-hiring/) --- ### [Diversity recruitment](https://amplifydei.com/project_tag/diversity-recruitment/) --- ### [Unbiased hiring practices](https://amplifydei.com/project_tag/unbiased-hiring-practices/) --- ### [Inclusive workplace](https://amplifydei.com/project_tag/inclusive-workplace/) --- ### [Accessible job postings](https://amplifydei.com/project_tag/accessible-job-postings/) --- ### [Representation in hiring](https://amplifydei.com/project_tag/representation-in-hiring/) --- ### [Inclusive job descriptions](https://amplifydei.com/project_tag/inclusive-job-descriptions/) --- ### [Inclusive recruitment strategies](https://amplifydei.com/project_tag/inclusive-recruitment-strategies/) --- ### [Cultural competence](https://amplifydei.com/project_tag/cultural-competence/) --- ### [Candidate diversity](https://amplifydei.com/project_tag/candidate-diversity/) --- ### [Disability inclusion](https://amplifydei.com/project_tag/disability-inclusion/) --- ### [Neurodiversity in hiring](https://amplifydei.com/project_tag/neurodiversity-in-hiring/) --- ### [Fair hiring practices](https://amplifydei.com/project_tag/fair-hiring-practices/) --- ### [Anti-discrimination hiring](https://amplifydei.com/project_tag/anti-discrimination-hiring/) --- ### [Diverse talent pipeline](https://amplifydei.com/project_tag/diverse-talent-pipeline/) --- ### [Equal pay](https://amplifydei.com/project_tag/equal-pay/) --- ### [Inclusive onboarding](https://amplifydei.com/project_tag/inclusive-onboarding/) --- ### [LGBTQ+ inclusion](https://amplifydei.com/project_tag/lgbtq-inclusion/) --- ### [Racial equity in hiring](https://amplifydei.com/project_tag/racial-equity-in-hiring/) --- ### [Bias-free recruitment](https://amplifydei.com/project_tag/bias-free-recruitment/) --- ### [Age diversity](https://amplifydei.com/project_tag/age-diversity/) --- ### [Inclusive interview process](https://amplifydei.com/project_tag/inclusive-interview-process/) --- ### [Collaboration](https://amplifydei.com/project_tag/collaboration/) --- ### [High Performance](https://amplifydei.com/project_tag/high-performance/) --- ### [Performance](https://amplifydei.com/project_tag/performance/) --- ### [Team Collaboration](https://amplifydei.com/project_tag/team-collaboration/) --- ### [psychological safety](https://amplifydei.com/project_tag/psychological-safety/) --- ### [Design Thinking workshops](https://amplifydei.com/project_tag/design-thinking-workshops/) --- ### [innovation](https://amplifydei.com/project_tag/innovation/) --- ### [business challenges](https://amplifydei.com/project_tag/business-challenges/) --- ### [interactive training](https://amplifydei.com/project_tag/interactive-training/) --- ### [hands-on formats](https://amplifydei.com/project_tag/hands-on-formats/) --- ### [expert facilitation](https://amplifydei.com/project_tag/expert-facilitation/) --- ### [in-company training](https://amplifydei.com/project_tag/in-company-training/) --- ### [Design Thinking sprints](https://amplifydei.com/project_tag/design-thinking-sprints/) --- ### [creativity](https://amplifydei.com/project_tag/creativity/) --- ### [customer-centric culture](https://amplifydei.com/project_tag/customer-centric-culture/) --- ### [keynote](https://amplifydei.com/project_tag/keynote/) --- ### [concept sprints](https://amplifydei.com/project_tag/concept-sprints/) --- ### [concept validation](https://amplifydei.com/project_tag/concept-validation/) --- ### [customer needs](https://amplifydei.com/project_tag/customer-needs/) --- ### [business viability](https://amplifydei.com/project_tag/business-viability/) --- ### [tangible prototype](https://amplifydei.com/project_tag/tangible-prototype/) --- ### [MVP](https://amplifydei.com/project_tag/mvp/) --- ### [user testing](https://amplifydei.com/project_tag/user-testing/) --- ### [problem-solving methodology](https://amplifydei.com/project_tag/problem-solving-methodology/) --- ### [leadership alignment](https://amplifydei.com/project_tag/leadership-alignment/) --- ### [Alignment team](https://amplifydei.com/project_tag/alignment-team/) --- ### [workshop](https://amplifydei.com/project_tag/workshop/) --- ### [workshops](https://amplifydei.com/project_tag/workshops/) --- ### [Strategy](https://amplifydei.com/project_tag/strategy/) --- ### [Strategy Workshop](https://amplifydei.com/project_tag/strategy-workshop/) --- ### [Strategy Workshops](https://amplifydei.com/project_tag/strategy-workshops/) ---