…in the design and delivery of the workshop with 70 employees and managers of the Bayer CropScience of Lyon EMEA’s  team in Evian les Bains.

Team spirit, a better understanding of the various functions and the new organization were the key topics of the event.

It is in a beautiful and invigorating location that participants were able to fully take advantage of the two days.

As a first contact, Pluribus has delivered a very high level overview of the gender cultural differences session and share how women can be successful in a technology (or other industry) world (best practice and cultural tips).

Vodafone internet site

Pluribus is collaborating whith Cargill to design and deliver a training program which equips managers and supervisors to apply diversity and inclusion principles in performance, development and career discussions in order to make a step change in business performance.

Internet site of Cargill

IMS Luxembourg is a cluster of corporations working towards the development of policies regarding corporate social responsibility (CSR) in Luxembourg.

Pluribus Europe have presented two seminars to the affiliated companies, a first workshop in the field of Diversity and a GenderSpeak workshop in the field of the relations men women.

Internet Site of IMS Luxembourg

The European Institute for Gender Equality is a European agency to support the Member States and the European institutions (in particular the Commission) in their efforts to promote gender equality, to fight discrimination based on sex and to raise awareness of gender issues.
 
The tasks of the institute are to collect and analyse comparable data on gender issues, to develop methodological tools, in particular for the integration of the gender dimension in all policy areas, to facilitate the exchange of best practices and dialogue among stakeholders, and to raise awareness among EU citizens. 

Pluribus Europe has designed and delivered a 2 day-gender learning intervention to raise the level of understanding and commitment among the 20 EIGE staff around the gender equality topic and the diversity field in general.

http://www.eige.europa.eu

Oxfam International is a confederation of  development organisations working together and with partners and allies around the world to bring about lasting change.

Pluribus Europe worked with Oxfam International staff  in a professional coaching capacity on a one-to-one basis, to support management staff in their professional and personal development. The work was tailored to the individual's needs, setting out clear objectives together to make steady progress through the sessions.  

The work dealt with seizing on the opportunities of leadership, and using the Insights Discovery model and Symbol Process to reflect on personal and working preferences, and on making progress towards professional goals.

Health and Safety is and has always been a key focus for CEMEX France. All CEMEX employees are committed to HSE.

In this context, Pluribus Europe has supported the newly appointed HSE Director and her team of 12 HSE regional coordinators to move towards building a truly HSE culture.

The Insights Discovery methodology was used to encourage the team spirit and value everyone's contribution by promoting a more effective and successful communication.

The Mandel Institute is an institution in Jerusalem that specializes in professional development programs for leaders in the social and educational sectors in Israel and Jewish communities around the world.
 
In July 2009, the Mandel Foundation-Israel, in conjunction with The European Foundation for Management Development (EFMD), organised a one-week event in Brussels for 20 Mandel Leadership Institute graduates -school principals and educational and social leaders- on “Managing Diversity.” Pluribus Europe designed and delivered a full day workshop, raising partipants's awareness on the different aspects of diversity and how diversity strategies are
implemented in Europe.
 
In December 2009, another group of Mandel Leadership Institute graduates, attended a week in Brussels dedicated to Leadership and Leading Change.
Pluribus Europe designed and run a half day workshop. Its purpose was to explore experiences and beliefs around change, understand the types of change we are facing and leading people through change.

(Ref. Granit Almog-Bareket, Director Graduate Unit)

Since 2007, Pluribus Europe has closely worked with the Group and the European diversity team to raise awareness of all employees in Europe to create the Spirit of Inclusion. Below key milestones of the project:

- Global :

• Facilitation of a gender workshop at first Global Women Summit in Paris (February 2007)
• Design and delivery of a specific 2 ½ hour GenderSpeak taster at the second Sodexo Global Inclusion Summit in Paris with a global audience of top 200 leaders (January 2008)

- Europe :

• Design & tailor the Sodexo US diversity curriculum to be adjusted to the European audience (February - June 2008)
• Pilot of the new design “Global Spirit of Inclusion” at Sodexo Belgium (July 2008)
• Validation of the new design “Global Spirit of Inclusion” by the Sodexo European HR/Training & Diversity managers (October 2008)
• Design and deliver a Train the Trainer programme for the internal Sodexo Belgium & Luxembourg facilitators (6 people), based on the Sodexo US diversity Train the Trainer Design (September 2008)
• Delivery of the “Global Spirit of Inclusion” to Sodexo Belgium Leadership teams (November – February 2009)
• Adjust the “Global Spirit of Inclusion” for the Sodexo HQ management teams and build “Successful through diversity @ HQ”. Rollout in July – December 2009.
• Facilitate the “Global Spirit of Inclusion” for the Leadership teams of Sodexo Cheques et Cards France (June 2009)
• Involvement in the process of “train the trainer” and “quality assurance process” for the rollout of the “Global Spirit of Inclusion” in various European countries (UK, and Finland). Other countries planned in 2010 and beyond.

(Ref. Rohini Anand, SVP and Global Chief Diversity Officer, Jean-Michel Monnot (read the feedback), VP Group Diversity & Inclusion, Satu Chauvin, Group Diversity Manager).

2007 – 2010 - Key Account Manager on behalf of Focus Consultancy for the diversity programme introduced at L’Oréal (focused to 8000 middle managers in Europe). Co-design of the programme “Diversity at L’Oréal” in January 2007, ran various Training Need Analysis in several divisions to understand organisational culture and behavioural norms. Design and delivery of 3 European Train The Trainers (2 in France, 1 in Italy). Design and delivery of key diversity sessions for Leadership Teams in France and in Europe throughout 2008 and 2009. (Ref. Mike Elmont, Director Focus Consultancy, Philippe Louvet, Global Learning for Development Manager, L’Oréal).

2009 - One to one conversations with members of various strategic and operational leadership teams in view of designing a diversity & gender module.

(Ref. Françoise Lachaud (read feedback), Global Diversity Manager).

2009 - Delivery of two GenderSpeak taster workshops with 200 participants as part of their diversity strategy.
(Ref. Polly Flinn, VP Marketing BP Castrol).

2008 - In partnership with Focus Consultancy, support to encourage all European countries to create national Diversity Charters, using best practices from France, Germany and Belgium.
(Ref. Mike Elmont, Director Focus Consultancy and Gesa Böckermann Employment, Social Affairs and Equal Opportunities DG)

2008 - Design and delivery of a 2-day inclusion workshop for 2 teams of commercial & sales managers at Hettich France using the Insights Discovery Model to focus on inclusive behaviours and recognize and value the diversity of communication styles in order to build a “Inclusive Leader as a Coach” attitude.
(Ref. Catherine Courcel, CEO Hettich France).

2007 – 2008 - Design and delivery of a 1 day awareness diversity & inclusion workshop “Valuing our Diversity Through Inclusion”. A successful pilot took place in March 2007 in the UK and the rollout started in November 2007 in Europe for a global audience. A Train the Trainer (design and delivery) took place in April 2008 to build internal capability.
(Ref. Mike Davies, HR manager BP Shipping & MS)

2008 - Gender dialogue event to engage all men and women from the team to value each other and work more efficiently.

2007 - Design and delivery of an inclusion learning intervention "Creating a Distinctive World Class JV” in October 2007 in Algeria to engage the staff and the international management team (American, English, Algerian and Norwegian)
(Ref. Bob Allan, Operations Manager JV In Amenas).

2007 - Diagnostic work to support the leadership team to respond to current communication challenges (individual interviews, focus groups with cross-representation of staff, action plan).

2007 - Design of a diversity module to support an global and virtual team to value and optimise their respective diversity. Forum Theater was used to encourage deep insights (with 4 actors).

2006 - Design and delivery of a 2 day - change management workshop to engage the new management team as well as all employees further to a joint venture between BP Gas and Vitogaz.
(ref. Pierre-joseph Paoli, CEO Frangaz)

Isabelle Pujol was instrumental in building up the first diversity & inclusion strategy for the BP Group in 1999. She ensured coherence and visible engagement from the top management and particularly from the CEO.

Isabelle Pujol set up the first European diversity and inclusion summit for the European management team in 2001. Key priorities were identified like work-life balance, cross-cultural issue or gender which formed the framework for the European diversity & inclusion strategy. She co-designed and rolled the GenderSpeak programme, a learning intervention to promote effective communication between men and women. She also built a strong partnership between BP and Catalyst (USA) to create a global diversity diagnosis tool (Catalyst Spectrum).

In 2003, Isabelle Pujol designed the diversity and inclusion strategy at the newly created BP Germany to engage the top 200 managers. It was critical to embed the diversity & inclusion values as part of the cultural integration processes throughout the acquisition of Veba/Aral by BP. She implemented the strategy to the wider audience (8000 employees). Some examples: coaching of the members of the leadership team, peer mutual mentoring, GenderSpeak workshop, cross-cultural awareness events, development programme for high potential women. Isabelle also played a role in introducing the Diversity Charter in Germany.
(Ref. Uwe Franke (read feedback), CEO BP Germany).

Due to visible commitment from the BP France Leadership Team, a diversity and inclusion network is established. Every business or function nominates a diversity and inclusion champion to become the key focal point and supports the implementation of the diversity and inclusion strategy. An annual diversity and inclusion conference is set up for all employees. Significant progress is noted in various diversity dimensions like gender, ethnic and social origins. BP France signs the Diversity Charter in 2005.
(Ref. Patrick Haas, CEO BP France).