Model for developing inclusive competencies

• One size doesn’t fit all. All organisations are different and every organisation deserves their own approach, keeping in mind the context, the people, the culture, the market, the ambition and the learning wishes. That does not mean that we will reinvent the wheel continuously and keep developing new courses. If necessary we will do that. We possess however an extensive toolbox of course and knowledge modules, interactive modes of instruction, exercises and (practical) assignments, which we can use flexibly in tailor-made solutions.
• Developing inclusive  competencies is something that you do together. The programme for developing inclusive competencies is always a co-creation between the client and Radboud in'to Languages. The participants learn from each other and with each other, the organisational culture and working climate support the learning process and personal growth contributes to the development of both team and organisation.
• Developing inclusive competencies does not mean that one's own identity or personality should change. Everyone has their own character, qualities and characteristics. Developing inclusive competencies is about feeling safe and at home and being successful in a diverse setting from your own individuality. So we don't focus on stereotypes and there is no exclusive focus on differences. We rather look at similarities, the qualities behind a different approach or way of looking and how to use these.
• Developing inclusive  competencies has a fixed programme. It is a planned and attractive entirety of learning activities which take place integrated within the own (work) situation.

The basis is self-knowledge and awareness of how one's own culture and various aspects of diversity influence the development of personality, one's identity and each person's view of the world. The model starts by examining one's own perception, habits, values and what they mean. To become conscious of one's own beliefs, norms and values and knowledge about the differences between your train of thought and those of others, we let you experience what this is like. Literally looking through the lens of others through exercises and/or games.

In order to develop your cultural and diversity awareness even further, we will look at  diversity-specific and sociolinguistic aspects (history, values, style of communication, religion, gender, generation, hierarchy perception, verbal and non-verbal expressions, etc.). Using theoretical modules, exercises and interactive modes of instruction, knowledge will be enlivened and experienced.

Participants make a translation to their own practice using their own case studies. Experiences will be exchanged using the topics which the participants bring in themselves. We will moreover look at ways to apply the knowledge at work. We use different peer consultation methods for this and we have a diverse range of processing assignments and practical assignments.

Skills belonging to the recognition of cultural elements will be developed through gamification, practical simulation and training, and we look at how to bridge the gap between these and how to deal with misunderstandings or clashes. In addition, the skills associated with various cultural aspects such as direct and indirect communication, applying non-verbal communication, setting boundaries, giving and receiving feedback, decision-making, etc. are practiced. Participants are encouraged to practice these skills further by using them directly within their own practice. This process can be supported through using micro-learnings.

The emphasis here is on a diversity-sensitive (professional) attitude and behavioural aspects of the various inclusive competencies. What do you show and how do you behave? Our attitude is of special importance in creating safety and trust. Important aspects of attitude are an open mind, sincere curiosity, bravery and respect for each other. Agreements are made about desired behaviour and mutual expectations. Then we will focus on the acquisition of the daily routine and internalising your newly acquired intercultural skills and behaviours. Participants will do this in their own work situation. The transfer can be encouraged through implementing action learning and virtual action learning activities in your daily work.