Gear Up: Implementing a Model for Diversity and inclusion

Important results from the project

The aim of the project has been to further develop, test and evaluate parts of the model Organizational Diversity and Inclusion Level (ODIL). This has been realized in an interactive collaboration with Volvo. Interviews were conducted forming the basis for the workshops. A total of three workshops were developed, focusing inclusive recruitment and inclusive leadership, in which a norm-reflexive methodology was used.

Expected long term effects

Volvo is in a radical technology shift with need to recruit diversity for strengthened innovation capacity. Recruitment needs to be paired with inclusion, something that requires taken for granted norms are problematized. Through the model´s valued workshops with the application of a norm-reflexive methodology, limiting obstacles have been identified at the same time as proposals have been developed to remove obstacles, that in the long run can contribute to inclusive innovation.

Approach and implementation

To facilitate reflection on taken-for-given norms, a norm-reflexive methodology was used. For this purpose, three tools were used; personas, dilemmas and desirable practices which proved to work well. Eg. personas, a fictional person developed based on interviews with managers. The fact that the person was fictitious but at the same time rooted in the managers´ everyday lives contributed to recognition, commitment and suggestions for improvements without focusing on an individual person.