Universal Design: why good processes support everyone
Often in our work, we encounter resistance due to [...]
Inclusive recruitment at PZU – a conscious transformation that starts with analysis
What is sometimes the best step before we start changing our systems and processes in an organization? Stopping and carefully analyzing what is already working well and what can be improved.
When the camera helps you understand: a conversation about the making of a film about neurodiversity in Orange
We talk about the behind-the-scenes development of a film on neurodiversity in Orange. I am glad that Sylwia Sikorska-Ney shared the story of the project, which shows that openness to different ways of thinking can be a strength of an organization. This film is not just an image - it is a manifesto of authenticity and empathy in the workplace. Its originator and co-creator talks about where the idea came from, what the preparations looked like and what this project has changed in the company.
Training you want to come back to: e-learning on inclusive recruitment in Orange
Large organizations face the challenge of effectively training multiple teams working at different locations and rhythms. It is difficult to find a date that is convenient for everyone, and different departments have their own specific work cycles and moments of increased workload.
They change to do better: the new energy of mBank’s ambassador groups
mBank decided to completely change the concept of its employee networks - or rather, groups of diversity ambassadors and ambassadors, as this is how these initiatives are referred to at mBank. And while in many organizations they operate on the basis of fixed, thematic groups - for example, dedicated to the LGBT+ community, women or different generations - here they decided on a completely different, innovative approach. What you will read in a moment is a very good example of agile thinking in practice: flexibility, openness to change and courage in adapting activities to the real needs of the working people. This is a story about listening, observing, learning lessons and not repeating patterns just because "that's the way it's always been done."
Inclusion is a bridge to employability. A Guide to the Needs of Students from Vulnerable Groups.
As a VET professional, you know full well that your work takes place at the intersection of different realities and contexts. On one hand, you meet students – each bringing their own life story, attitudes, and learning experiences – and on the other, the specific demands of employers and the dynamic world of the industry. Reconciling these perspectives and acting as a bridge between them is a crucial, yet demanding, task.
Let’s plan 2026 together. How can we help you plan your DEI initiatives, and how can you get involved in our plans?
The end of the year is a time for most organizations to summarize their achievements, but more importantly, to define priorities for the next stage. At Diversity Hub, we believe that effective planning is the foundation for building an inclusive work environment, a mature organizational culture, and a well-designed DEI (Diversity, Equity & Inclusion) strategy. That is why every year we invite you for a free consultation – to jointly prepare your priorities and key actions in the area of DEI and mental health for the upcoming year, and to explore how you can get involved in our planned activities as a recipient, co-creator, or partner.
From inclusivity to a sense of belonging: how AMS is redefining DEIB in a changing world
In a world of constant change and geopolitical instability, AMS has made a conscious decision to consistently focus on Diversity, Equity and Inclusion (DEI) activities, pursuing them through, among other things, our Employee Resource Groups (ERGs).
A Decade of DEI in Practice: The Shared Story of Diversity Hub and AMS
Ten years ago, we began our shared journey – with passion, uncertainty, and the conviction that diversity, equity, inclusion, and belonging could truly transform organizations. Today, looking back, we see not only the results of this work in companies and teams, but also in the attitudes of people who believe in it and bring it to life. Together with AMS, we celebrate this decade by sharing memories, experiences, and lessons that show change is possible – when you act together.
From Vision to Practice: How to Implement Inclusive Recruitment in Your Organization
Inclusive recruitment is about ensuring that the vision of inclusion and equity is translated into tangible actions throughout the entire recruitment process and in every interaction with candidates. We support organizations in aligning their diversity, equity, and inclusion goals with recruitment processes, making them consistent, transparent, and accessible to all talent. Our approach to supporting organizations in building inclusive recruitment practices is holistic. We do not impose a one-size-fits-all solution but adapt to your needs, offering a pathway that best reflects the specific context of your organization.