Continuous training in inclusion gives value to each activity and strategy implemented by the entity to enhance the diverse profiles of all the people in the organisation.

Transforming the behaviour of the entire workforce is essential to create an inclusive environment throughout the organisation, ensuring the smooth flow of the business process.

The duration and timing of each training programme is determined with the company to meet its availability, requirements and objectives.


Ongoing action through internal company channels to reach out to all the people in the company to encourage inclusive behaviour across the organisation.


INTERCULTURAL EDUCATION arises from the need to achieve transforming attitudes at school in an atmosphere of coexistence in collaboration, tolerance and respect for diversity.

Knowing the differences that identify cultures is key to getting people to respect their differences and principles and thus develop sincere and inclusive communication. Such behaviour contributes to the quality of the environment, with clear benefits for the company's bottom line.

Unconscious Biases - Stereotypes

Anthony Greenwald in 1995 developed the IAT, a test to detect the implicit association of the hidden content of the mind. Those stereotypes that a person acquires in childhood as a result of the behaviour of the family, school and direct environment. The notion of what is good and bad, right and wrong, of the people the family treats and those it does not treat because they have a different profile, is acquired, not learned. The training programme that combats stereotypes is a valuable tool for people to overcome and manage the stereotypes that condition their instinctive behaviour. It is an essential step towards inclusive behaviour that overcomes spontaneous discrimination towards people with different profiles.

Personal Inclusion Plan

Metaplan methodology to identify, through the company's employees, which environments the company should create to promote a space of personal and professional quality for all its people. at the same time, each employee of the organisation defines his or her contribution to the objectives and results of the company that promotes an inclusive and welcoming environment for all its people.

Positive conflict management

Conflicts have a high personal and economic cost for the company, regardless of its size. Establishing mechanisms to detect the origin of the conflicts that arise in the organisation is a methodology that makes positive solutions to situations that by their nature are detrimental to the people involved and have a high cost for the organisation.

Innovation teams

Innovation is the key to the sustainable development of any company and organisation. Professor Joseph Di Stefano of the University of Lausanne has shown that innovation is generated in groups of people with diverse profiles who have an inclusive behaviour where the opinions and way of thinking of each one are respected in order to value them and move towards new solutions for the company and its products. Managing a diverse team is a very efficient methodology for people and for the compan

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