DO YOU WANT TO BUILD AN INCLUSIVE WORKPLACE THAT DRIVES PERFORMANCE, INNOVATION AND ENGAGEMENT?
DEI issues are experienced individually but are inherently systemic in nature. Conventional management approaches are of value in DEI management but can fall short when it comes to insights into deeper underlying dynamics and their solutions. Organisational constellations are significant because institutional and individual DEI issues such as the pay gap, the glass ceiling and discrimination are often hard to grasp. They are a tool for improving complex, problematic situations and complement existing methodologies by providing a holistic approach. The 5 steps during a constellation:
| Step 1: Describing the issue | Step 2: Representing the elements | Step 3: Moving the elements | Step 4: Ending the constellation | Step 5: Harvesting the insights |
|---|---|---|---|---|
| One person (the ‘case giver’) describes the issue and together with the facilitator identifies the most important elements that compose the relevant system for this issue. | The case giver asks each of the other workshop participants to represent one element. | The representatives move into the constellation field. The facilitator will ask them what they observed and felt on their way into the field and in their new position. | Participants who were representatives are taken out of their representation to make sure aspects are not transferred into their life. | All participants can share their impressions of the constellation, their insights and its implications for the real-life system. |