What is Multiply the Pie?
Multiply the Pie is a program for organizations that want to become more diverse and inclusive and want to anchor inclusive diversity in the company culture. In four modules we bring the inclusion and diversity policy of your organization to life. We also develop tools to make that policy applicable in the workplace. This increases employee engagement, makes collaboration within teams more fruitful and improves business results.
The importance of inclusive diversity
It can be a challenge to get diverse groups of people to work together as best as possible. Resistance, differences of opinion and conflicts are constantly lurking. Still, we need diversity of thought and varied perspectives to get to meaningful results.
Research shows that you can see innovation as diversity multiplied by interaction. Inclusion is essential for effective interaction. Only when team members feel included they will share their ideas and perspectives freely. If there is room for their unique perspective, they can show and use their full potential.
Why Multiply the Pie?
The foundation for optimal team performance is a culture based on constructive communication, psychological safety and authentic connection. By linking individual potential and personal goals to organizational goals, teams can reach a level where they leverage all unique perspectives to achieve better results.
Multiply the Pie results in an inclusive culture in which diversity can flourish. This culture leads to more space in the workplace for unique perspectives, to safety to disagree and to the possibility to learn from mistakes. Employee engagement will increase and collaboration will improve. More room is created for creativity, innovation and sustainable growth. All of this leads to better business results.
What customers say about this program
The Multiply the Pie training not only lays a foundation to work on yourself, but also to improve your company and community
Multiply the Pie is based on four pillars:
Every individual has a responsibility to be an inclusive leader. An inclusive leader is willing to learn, be vulnerable and show compassion for themselves and others. The process is not easy, because people make mistakes. Inclusive leaders take responsibility not only for themselves, but also for the bigger picture - be it a team or an organization.
In a situation of psychological safety, people trust each other. They feel room to make mistakes and ask for help. They dare to take risks and are open to feedback, all without losing the respect of peers or having to fear to fall outside of the group. They value differences and are involved in decision-making processes. As a result, they take responsibility for achieving results.
I am because we are. That is the meaning of the South African term Ubuntu, which is based on the belief that common bonds within a group are stronger than individual arguments and divisive factors. In the workplace, Ubuntu helps to balance individual and collective interests and to combine individual skills, knowledge and experiences. This results in many more possibilities to achieve the desired objectives.
Inclusion doesn't just mean that we should treat people equally. Equal treatment does not solve systemic inequality. The image below explains it well. In the first image everyone is treated equally. This is based on the assumption that everyone will benefit from the same support. In the second image, individuals are given different supports to gain equal access to the game. They are treated equitably. In a third image, they can see all three of the game without any support or adjustment. This is because the cause of inequality has been addressed: the systemic barrier has been removed.