Diversity-oriented Organizational Development

Well supported in DEIB analysis, strategy development, and leadership training.

I assist you in strengthening your organization sustainably for change, embracing superdiversity, and establish a culture of learning and mutual appreciation.

Swana Schuchmann, a diversity trainer, in a red jacket and glasses, smiling
Swana Schuchmann, a diversity trainer, in a red jacket and glasses, smiling

The goals of Diversity-Oriented Organizational Development (DOE) are:

  • Long-term promotion of diversity and inclusion at all levels of the organization.

  • Improvement of the work climate and promotion of innovation.

  • Sustainable competitiveness.

  • Effective conflict management and change management.

Organizational development is always a long-term process. This approach empowers organizations to perceive change as an opportunity for growth, embed a culture of readiness to learn and innovative thinking within the organization, and enable individuals to effectively and trustfully lead change.

of processes, structures, and needs through qualitative assessment and anonymized interviews with executives, employees, and internal initiatives such as ERGs / Affinity Groups.



Team development / leadership development

Based on the analysis, we formulate a long-term vision, establish measurable goals (KPIs), and develop policies and procedures that promote diversity and inclusion in all aspects of organizational life, including recruitment, promotion, and performance evaluation.

Through training and coaching, executives and employees are equipped with the skills and tools to foster an inclusive work environment and a flexible corporate culture.
The development of programs to identify, develop, and support talented leaders from underrepresented groups is also part of DOE leadership development.

'Poor' leadership and a lack of appreciation from supervisors is the most commonly cited reason for resignation.

Approximately 75% resign voluntarily due to an unsatisfactory leadership style.

Promoting an inclusive work atmosphere can help prevent the loss of top talent and the overwhelm of leaders.
The good news is: empathetic leadership is associated with 50% more productive teams and a 40% lower turnover rate.


Leadership comes with many challenges. At the same time, leaders are also the key components in the organizational machinery when it comes to diversity management and diversity-oriented organizational development.

Therefore, I aim to empower individuals with team responsibilities to create a positive work environment where every person - including leaders - is heard, seen, and valued.

To develop diversity competence as a leader, we discuss, among other things:

  • Recognizing and counteracting micro-aggressions snd biases

  • Emotions at work: How to deal with hurt, resistance, and frustration?

  • Impact before intention: Allyship as a leader.

  • Tools for an inclusive conversation culture.

  • Toolbox for leading diverse teams.


Schedule virtual 1:1 check-ins to confidentially discuss the current state of your team and your leadership, any conflicts that have arisen, and the management of individual challenges. As sparring partners, we work together on solutions and train your skills in transformative leadership and diversity competence. At the same time, we ensure that you are well during the process. You got this!

zwei Menschen sitzen auf einer Couch und sprechen miteinander.
zwei Menschen sitzen auf einer Couch und sprechen miteinander.
"Yes, I want to book flexible follow-up appointments"

Let's get this started!

I am thrilled to working with you on your DEIB journey!

Please fill out the form.

The more specific the information you provide, the better - however, do not worry if you do not know some of the parameters yet. We will talk about everything in detail on our first call.

I am looking forward to our collaboration and wish you a wonderful day!

If you have any questions, please do not hesitate to reach out.