Diversity consulting

“A multicultural team generally functions superior as long as the leader of the unit has experience with working in a multicultural team. They will have a greater understanding and ability to utilize everyone’s assets to achieving their goals.”
– Carl Lundberg, Logistics Manager at J. Lindeberg

MultiMind specializes in multiculturalism and leveraging the benefits of diversity, we can therefore offer workshops and lectures in diversity management. We offer your organization support towards finding a way to make your organization more effective from a diversityperspective. This can involve everything from how to start a business with a diversity approach or how to align your organization’s recruitment strategy with your diversity goals.

Analyzing your internal and external recruitment processes from a diversity perspective
Keynote speaking
Awareness Definition Action (ADA) training. A course covering the basic tools that help you clarify your initiatives that aim to utilize and be more open to differences in your organization.

Feel free to contact l if you want to learn more about our offerings in Diversity Consulting.

Learn more about our areas of expertise and our recruitment process.

Here’s what our clients have to say about the value of achieving success through diversity.

“Our company focuses on the entire Nordic market, therefore we find that it is a big advantage having a team that consist of people from all the Nordic countries. Internally this contributes to dynamic discussions and depending on the situation we learn from each other concerning best practice. On a more personal level it becomes more important to be self-aware and evaluate if your own leadership has the desired effect or if there is another more effective way for this group.”
- Anna Kapteijn, HR Business Partner, Whirlpool Nordic

“One advantage of leading a multicultural group is that you gain a better understanding and become more open. An insight I have learned is that everyone has different needs and prerequisites. For example May 17 is an extremely important day for a Norwegian, but here in Sweden the equivalent June 6 is nothing special. Different things can have larger significance for different people and also different cultures.”
- Carl Lundberg, Logistics Manager, J. Lindeberg

“Nowadays we live in a multicultural society were technology gives us access to how other people think. This goes hand in hand when we collaborate with customers and suppliers outside our traditional boarders. To be given the opportunity to lead a multicultural team offers me a good understanding how people from other cultures think and valuate things. In turn I can use this knowledge to strengthen relationships and bonds both internally and externally.”
- David Lu, Service Desk Manager, Eniro

“One advantage in leading multicultural groups is that people look at things differently; this leads to alternative approaches for a certain task as apposed to having a homogenous group. Therefore things are done more effectively. When the organisations stakeholders have a different cultural background it is a huge advantage if the group also is heterogeneous because it will be easier to understand each other and cooperate better.”
- Maria Brindevi, Head of Master Data, Electrolux

“Society is multicultural therefore our business and teams need to reflect this. The biggest advantage with doing this is that I grow as a person and I acquire insight and knowledge of other cultures. An exiting journey for all of us.”
- Ingvor Holmberg Swahn, Mgr Customer Support Nordic, Nordea

“The main challenge with leading a multicultural team is understanding the individual needs from a cultural perspective. For example if you have another region in charge you need to consider this. You have to see every individual and how they reason. You always have to this, but with cultural differences this becomes more apparent. This is what makes you evolve.”
- Carl Lundberg, Logistics Manager, J. Lindeberg

“People from different cultures usually work differently when presented with a new strategy or goal, but typically have in common that they have the same goals. The challenge lies in understanding how they work the best, but at the same time be open to new ways of approach to be able to evolve.”
- David Lu, Service Desk Manager, Eniro

“Leading a multicultural group requires a greater effort from the leader. As a leader you need to be perceptive, open minded and able to think outside of the box. Sometimes you have to phrase the same thing three different ways in order to avoid a misunderstanding.”
- Maria Brindevi, Head of Master Data, Electrolux

“It is important not to neglect differences, but to embrace them instead and use them in your favour. Invite culture. The greater insight you have for an individual the better you understand how you can help develop that person. Culture defines people. For example I had an employee from Korea who was used to a highly hierarchal organisation. People’s titles meant a lot to her. It was not until I understood this that I could adapt my communication to her background. What I learned was that she wanted to show her family that she was successful by having a notable title. This can be just as important as a raise. By using the same language you can understand their perspective.”
- Carl Lundberg, Logistics Manager, J. Lindeberg