What do inclusion and exclusion feel like?

Is inclusion always a good thing?

Inclusion is a feeling, caused by behavior. Hence, we allow inclusive behavior to be experienced through experiential learning, which means that our trainings begin with specific activities that form the basis for reflection, discussion, and the sharing of evidence-based information and knowledge.

In this 2-3 hour workshop (depending on the size of the group, from 10 to 100 people), our founders Rein and Elke let your team experience inclusion and exclusion.

This training was designed by Dr. Hans van Dijk and Dr. Carolin Ossenkop, at the Including Behavior Institute. Our trainers are trained and certified in this training..

From Equitable Compensation to Employee Advocacy in collab with SOUKAINA BOUDDOUNT (Author ‘belonen met impact’ & HR Expert at Compinsight)

Equity, the often-misunderstood ‘E’ in DEI, is about more than just fair pay. It’s about creating workplaces where compensation, career growth, and engagement strategies empower every employee to thrive.

In this 3-hour interactive workshop, we’ll explore how equity-driven compensation and benefits strategies can help organizations retain top talent, foster motivation, and build a culture of transparency and advocacy.

What’s included:

• Addressing the Transparent Pay Directive in an equitable way

• Practical examples of real cases

• Understanding motivation beyond salary

• Job grading & promotion

• Transparent communication

• Community & engagement

By the end of this workshop, HR teams and/or leadership teams will walk away with actionable strategies to create fairer workplaces where employees feel valued, motivated, and heard.

Prejudice and bias is a human reflex. Without "bias," we would not be able to navigate society. We cannot do without it, but often make unconscious and unfounded judgments. The impact of this is huge, and is at the root of diversity and inclusion.

In this 1-hour workshop, our founders, Elke & Rein, take you to discover your own bias, and learn about diversity and inclusion. We don't just confront you with possible blind spots, but also work around how these are actually GOOD. Because when unconscious bias becomes conscious, you can start using it in a positive way.

Why is this the basis of diversity and inclusion?

The fact that we have a (subconscious) tendency to like and trust people who look like us more quickly has an impact on our talent hiring decision. It also has an impact on who you get along well with or who doesn't click as well in the workplace.

Indeed, objectivity in judging people does not exist. Yet we regularly hear statements that make it clear how unconscious this bias often is:

"I don't make a difference, I just see people."

"We don't look at age/skin color/gender/..., we look at talent and knowledge."

"Women just don't like to be involved in technical things."

Through what glasses do you look at the world and what consequences does that have? What can you do yourself to be aware of it? With a fun mix of theory and practical exercises, we make unconscious bias, conscious.

Building high-performing teams leveraged by diversity & inclusion

This one-day, evidence-based workshop offers experiential learning for forward-thinking leaders who understand that diversity, when leveraged strategically, can dramatically boost team performance.

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Participants will shift mindsets, strengthen leadership behaviors, and leave with practical tools to create more equitable, innovative, and high-performing teams.

To equip leaders with practical tools to build high-performing, innovative teams leveraged by diversity and inclusion.

‍Participants will explore social identities, experience inclusion and exclusion firsthand, and learn to apply the 5C framework of service leadership to consciously lead for trust, collaboration, and impact.

Through experiential learning with immersive exercises, role-playing, and reflection on real workplace situations, leaders move from awareness to action.

‍Every exercise is linked to participants’ own context for maximum relevance. Participants leave with personal commitments and actionable “to-do’s,” and optional follow-up reflection sessions are available to reinforce learning.

An inspiration session on what’s shifting and what matters now.

In this session we look at what tech companies are doing, what is happening in policy and also understand the international context around DEI themes.