Become a Founding Partner
A 12-month rollout that embeds inclusive behaviours into everyday operations
Reduce turnover, absence, and avoidable conflict by removing hidden barriers to performance and psychological safety.
Limited to 6 organisations.
Investment: 95,000 DKK + VAT.
Light-touch for HR.
Why this exists:
Inclusion failure is a significant operational cost.
Most organisations have done the workshops. Intent is high.
But one-off sessions and topic campaigns rarely survive operational reality across roles, sites, daily operations and manager rhythms.
This programme turns inclusion from awareness into repeatable, organisation-wide practice, built to run through the systems you already have.
What you receive as a Founding Partner
Your organisation receives
Leadership Alignment
Executive business case pack
One live leadership session to anchor expectations and accountability
9 Behaviour-Shift Modules
3–6 minute modules built for organisation-wide viewing
Released over 12 months for steady adoption
Manager Activation Toolkit
Dialogue cards + reflection prompts linked to each module
1:1 guides & decision prompts for everyday leadership moments.
12-Month Adoption Plan
Recommended drip rollout model
Internal comms scripts and follow-up prompts
Flexible format across sites and teams
Measurement & Insight
Pulse templates + adoption indicators
KPI framing and “what to do next” action guides
Cohort benchmarking + quarterly check-ins
Employer Branding
Co-created internal comms + social copy
Logo feature + partner mention in selected content
Investment
95,000 DKK.
Cohort limited to 6 organisations.
Why this makes commercial sense
If this implementation prevents the loss of just one experienced employee, the entire investment is recovered.
Everything beyond that: Rreduced sick leave, stronger leadership alignment, higher psychological safety , engagement and an environment where all brains and backgrounds can contribute their best work, becomes measurable return.
Want to be part of the Founding Partner Programme?
Let’s talk - Together, we assess whether what we build will fit your needs, goals and ambitions before confirming participation. If it’s a match, we reserve a Founding Partner seat and align next steps for procurement and kickoff.
Why this is credible
(and built for real operations)
Built with lived-experience experts + partner organisations such as Knowledge Center on Disabilities, Copenhagen Pride, Association Equal Access, Twist Academics and more.
So the content is accurate, accountable, and grounded in real barriers. "Nothing about us without us."
Evidence-informed
Topics and solutions are based on research and insights from both qualitative interviews and a quantitative population survey on experienced barriers to inclusion and psychological safety at work. All translated into practical workplace behaviours.
Designed for scale
Short modules, micro learning, simple tools, and rollout formats that work across roles, locations, and organisational complexity.
Founded by Inclusive Experience Management expert and former Nordic Regional Director for Hidden Disabilities Sunflower, Stine Marsal.
Known for turning complex people and culture challenges into tools leaders can use in everyday work.
In her corporate career spanning Copenhagen Zoo, Tivoli Gardens, and Copenhagen Airport, she was known for turning complex customer and employee experience challenges into practical tools and behaviours that leaders and teams can use in everyday work.
Previously delivered custom programs for:
Copenhagen Airport
Disability Awareness Training
LEGO House
Inclusive Guest Experience
Novonesis
Unlock Wellbeing at Work
What this requires from your organisation
Designed to be light-touch for HR and easy to run across sites and roles.
You provide:
One executive sponsor (CHRO or equivalent)
One rollout lead (HR, Internal Comms, or L&D)
Distribution via existing channels (LMS, intranet, onboarding, team cadence)
Quarterly 60-minute cohort check-ins
We provide everything else: Modules, scripts, rollout formats, manager tools, measurement templates, and guidance on what to do with the insights. we can also hos the video training for you on our LMS
What the training addresses
The modules are organised around the workplace moments that most often create friction, misinterpretation, energy drain, disengagement, masking, stress, absence, and avoidable turnover.
Through lived-experience storytelling and qualitative workplace interviews, we have identified the barriers that are repeatedly experienced by colleagues that:
Are neurodivergent (autistic, dyslexic, ADHD, dyscalculia etc)
Live with disabilities, hidden or visible
Have a minoritised ethnic or cultural background.
Identify as LGBTQIA+
We built the learning modules around the shared friction points in the workplace, not their labels.
By targeting what shows up most often, and what cuts across segments, the impact extends far beyond any single group providing maximum business effect with minimal effort.
Our training demonstrates a simple principle:
When you design for those who face the steepest barriers to inclusion every day, you strengthen the performance conditions for everyone, especially colleagues navigating stress, grief, overload, caregiving, or major life transitions.
This is how inclusion becomes operational advantage.
The video modules
Built on population survey and 150+ qualitative interviews
These modules are built on a quantitative population survey on hidden workplace barriers, and 110 in-depth qualitative interviews across organisational levels with professionals from multiple minoritised groups. The themes have been refined through real-world implementation in complex organisations.
Module 1 - 2: Inclusive meetings & What you see vs. what’s really going on
Outcome: Reduce misinterpretation of “disengaged” behaviour
Energy management, overload, listening fatigue, invisible cognitive labour - helping teams stop turning difference into judgement.
Module 3-4: The cost of masking & how to be a great ally at work
Outcome: Retain diverse talent without forcing disclosure
How masking shows up across different groups, what it costs performance and wellbeing, and how colleagues can reduce that burden.
Module 5-6:
Inclusive meetings that work for everyone
Outcome: Reduce meeting fatigue and increase participation
Designing meetings that reduce cognitive load and improve contribution for everyone - including those navigating stress, grief, neurodivergence, or language barriers.
Module 7-8:
Inclusive social events at work
Outcome: Build belonging without penalising energy limits
Why traditional team-building often excludes silently — and how to design connection without creating pressure.
Module 9:
Inclusive leadership conversations
Outcome: Give managers confidence to ask, not interrogate
How to discuss enablers and barriers without turning support into medicalisation.
We will explore if the Founding Partner offer fits your needs.
The Nordic Standard
for Practical Inclusion
A structured, 12-month organisational rollout designed for shared exposure, shared language, and consistent everyday behaviour across the organisation.
We provide 5 layers, all designed to integrate into existing HR and leadership rhythms. This is not a huge roll out or a parallel initiative on top of everything else.
Layer 1: Business & Leadership Framing
Aligns executives and managers on why this matters commercially - and what it means in daily leadership practice.
Includes:
Executive business case pack
Cost-of-inaction framing
One live leadership session to anchor rollout expectations
Layer 2: 9 Core Behaviour-Shift Video Modules
3–6 minute modules designed for organisation-wide viewing. Short, powerful, showing how lived experience professionals navigate real workplace barriers.
Each module:
Makes invisible friction visible through engaging storytelling.
Is focused on everyday situations: Meetings, feedback, breaks
Translates lived experience into practical behaviour shifts everyone can apply immediately.
Layer 3: Manager Activation Toolkit
Practical guides that help managers embed inclusion into their standard leadership practice. Designed to fit into existing meetings, no additional workshops.
The toolkit includes:
Structured dialogue cards for team discussions
Short reflection prompts linked directly to each video module.
1:1 conversation guides for sensitive adjustments and feedback
Decision-support prompts for everyday leadership situations.
Layer 4: Twelve Month Adoption Blueprint
A structured rollout plan that fits how your organisation works. Adoption happens in daily routines, not just on launch day.
A 12-month drip release:
It creates shared exposure, steady reinforcement, and space for behaviour change without overwhelming teams.
We support different rollout formats (organisation-wide or team-by-team) with internal comms scripts and practical follow-up prompts.
Layer 5: Measurement, Benchmarking & Continuous Improvement
Inclusion drives business results when experience and behaviour actually shift, not just because training was delivered.
We provide
Pulse templates, adoption indicators, and action guides so you can see where friction persists, what to improve, and how it links to retention, performance, and psychological safety.
Organisations can benchmark against anonymised cohort data, helping refine the Nordic Standard over time.
If your inclusion efforts have fallen flat with little business impact, it is not because your organisation doesn't care.
It’s because most D&I training is built around topics, not around the business-critical barriers that show up every week in real work, and not around the operational needs of the business itself.
It stays abstract and theoretical. It doesn’t centre lived experience in specific workplace situations. And it treats inclusion in silos - one group, one month - diluting focus and adding unnecessary strain on the organisation, instead of mapping the common friction points that drive disengagement, turnover, and conflict across teams.
We do the opposite.
We identified the barriers that show up most often. We prioritised what costs the most when ignored. Then we built practical behaviour shifts that reduce friction for everyone, so inclusion becomes operational infrastructure that benefits all employees, not inspirational content that never shows up in how people actually interact at 9:17 on a Tuesday morning by the coffee machine.
