Intercultural Trainer, DEI & Sustainability Consultant

10/09/2026

🇮🇹 🇮🇹 In questo DIMPACT Tip, , Presidente di e , ci invita a ripensare il modo in cui affrontiamo l’accoglienza e l’integrazione delle persone con background migratorio.

✨Soprattutto, ci invita a superare una logica “emergenziale”, basata sull’urgenza, e ad adottare un modello strutturale e di lungo periodo, capace di valorizzare le molte buone pratiche già sviluppate a livello locale e di diffonderle e consolidarle in politiche nazionali sostenibili.

💡Perché l’inclusione non è una risposta alla crisi: è una strategia.

🎦 Guarda il DIMPACT Tip di Maurizio Bove https://youtu.be/wcZdbN-diVw?si=bbOEHg9dIfXURzWh

👉 Se la tua organizzazione desidera rafforzare il proprio approccio alla diversità, equità e inclusione, contattaci per scoprire come possiamo aiutarti a generare un impatto concreto.

📩 Scrivici a: [email protected]

🇬🇧 🇬🇧 In this DIMPACT Tip, , President of and , invites us to rethink how we approach the reception and integration of people with a migrant background.

✨He invites us to move beyond an “emergency mindset,” and he highlights the urgent need — especially in Italy — for a structural, long-term model that builds on the many good practices already developed at the local level and scales them into sustainable national policies.

💡Because inclusion isn’t a crisis response — it’s a strategy.

🎦 Watch Maurizio Bove's DIMPACT Tip https://youtu.be/wcZdbN-diVw?si=bbOEHg9dIfXURzWh

👉 If your organization wants to strengthen its approach to diversity, equity, and inclusion, get in touch to explore how we can help you make a meaningful impact.

📩 Contact us via email at [email protected]

In questo DIMPACT Tip Maurizio Bove, Presidente di ANOLF Milano e L...

09/09/2026

We often recognise inclusion through everyday interactions: 𝐡𝐨𝐰 𝐩𝐞𝐨𝐩𝐥𝐞 𝐚𝐫𝐞 𝐥𝐢𝐬𝐭𝐞𝐧𝐞𝐝 𝐭𝐨, 𝐢𝐧𝐯𝐨𝐥𝐯𝐞𝐝, 𝐠𝐢𝐯𝐞𝐧 𝐬𝐩𝐚𝐜𝐞 𝐭𝐨 𝐜𝐨𝐧𝐭𝐫𝐢𝐛𝐮𝐭𝐞. 𝐀𝐧𝐝 𝐢𝐧 𝐭𝐡𝐞 𝐞𝐧𝐝, 𝐡𝐨𝐰 𝐭𝐡𝐞𝐲 𝐟𝐞𝐞𝐥.

But interactions do not happen in a vacuum. They are shaped by the 𝐭𝐞𝐚𝐦𝐬, 𝐨𝐫𝐠𝐚𝐧𝐢𝐬𝐚𝐭𝐢𝐨𝐧𝐬 𝐚𝐧𝐝 𝐰𝐢𝐝𝐞𝐫 𝐬𝐲𝐬𝐭𝐞𝐦𝐬 in which we work.

A respectful relationship can exist within a process that still makes participation 𝐞𝐚𝐬𝐢𝐞𝐫 𝐟𝐨𝐫 𝐬𝐨𝐦𝐞 𝐩𝐞𝐨𝐩𝐥𝐞 𝐭𝐡𝐚𝐧 𝐟𝐨𝐫 𝐨𝐭𝐡𝐞𝐫𝐬.

🔎 𝐆𝐥𝐨𝐛𝐚𝐥 𝐒𝐤𝐢𝐥𝐥𝐬 𝐟𝐨𝐫 𝐈𝐧𝐜𝐥𝐮𝐬𝐢𝐨𝐧 helps us look at inclusion across different levels, from interpersonal relationships and group dynamics to organisational practices and systemic conditions, and identify where change can happen.

💡 Because individual awareness is necessary. 𝐁𝐮𝐭 𝐢𝐧𝐜𝐥𝐮𝐬𝐢𝐨𝐧 𝐭𝐚𝐤𝐞𝐬 𝐬𝐡𝐚𝐩𝐞 𝐰𝐡𝐞𝐧 𝐢𝐭 𝐚𝐥𝐬𝐨 𝐢𝐧𝐟𝐥𝐮𝐞𝐧𝐜𝐞𝐬 𝐭𝐡𝐞 𝐜𝐨𝐧𝐭𝐞𝐱𝐭𝐬, 𝐩𝐫𝐚𝐜𝐭𝐢𝐜𝐞𝐬, 𝐚𝐧𝐝 𝐨𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐢𝐞𝐬 𝐰𝐞 𝐜𝐫𝐞𝐚𝐭𝐞.

💬 𝐖𝐡𝐢𝐜𝐡 𝐥𝐞𝐯𝐞𝐥 𝐨𝐟 𝐢𝐧𝐜𝐥𝐮𝐬𝐢𝐨𝐧 𝐫𝐞𝐜𝐞𝐢𝐯𝐞𝐬 𝐭𝐡𝐞 𝐥𝐞𝐚𝐬𝐭 𝐚𝐭𝐭𝐞𝐧𝐭𝐢𝐨𝐧 𝐢𝐧 𝐲𝐨𝐮𝐫 𝐜𝐨𝐧𝐭𝐞𝐱𝐭?

Share your perspective in the comments.

Want to learn more about the 𝐆𝐥𝐨𝐛𝐚𝐥 𝐒𝐤𝐢𝐥𝐥𝐬 𝐟𝐨𝐫 𝐈𝐧𝐜𝐥𝐮𝐬𝐢𝐨𝐧 course? 👉🏻 Click here: https://www.eventbrite.com/e/biglietti-global-skills-for-inclusion-intercultural-train-the-trainers-3rd-edition-1995439847299?aff=oddtdtcreator or 𝐞𝐦𝐚𝐢𝐥 𝐮𝐬 at [email protected]

03/09/2026

📅 SAVE THE DATE 19–20 NOVEMBER 2026 in MILAN

Global Skills for Inclusion is back for its 3rd edition.

Two in-person days, delivered in English, dedicated to developing intercultural and global skills to foster effective inclusion in multicultural contexts.

Not just theory.

The programme combines experience, reflection and practice through self-assessment, exercises, simulations, discussions and hands-on activities.

Because some skills are not developed simply by knowing about them.

They are developed by practising them.

📍 Milan

📅 19–20 November 2026

🌍 In person

Save the date.

In the coming posts, we’ll take you inside the programme and explore what it really means to practise global skills for inclusion.

Want to know more?

👉 For more information and registration, visit the link: https://lnkd.in/euSe9eW4.

📩 For further information or support, feel free to contact us at [email protected].

31/08/2026

, &

I recently visited the “Postcolonial?” exhibition at the House of European History in Brussels City / Belgium. I left with far more questions than answers, and perhaps that is precisely the point.

The exhibition explores the long-lasting effects of European colonialism and how colonial power structures, ideas, inequalities and injustices continue to shape our world today. It invites us to look beyond the formal end of colonial empires, and to recognise that decolonisation is not simply an event that happened in the past. It is an ongoing process of questioning power, knowledge, representation and inequality.

For decades, intercultural competence has helped us recognise the importance of understanding different cultural perspectives, navigating differences and developing more effective and respectful relationships across cultures.

But from which position are we looking at “difference”? Who defines what is normal and what is different? Whose knowledge is considered legitimate? Which cultural norms are treated as universal, while others are framed as “cultural”? And who has the power to define concepts such as integration, inclusion, competence, or even European identity?

Intercultural relationships are never just about encountering “different cultures”. They take place within historically constructed relationships of power.

If we do not recognise those power dynamics, there is a risk that even well-intentioned intercultural and inclusion practices may unintentionally reproduce them. We may continue to position ourselves as those who observe, interpret, explain and ultimately include “the Other”, without questioning the lens through which we are looking.

A decolonial perspective can enrich both DE&I and intercultural practice if we start asking:
• How have cultural differences been historically constructed, represented and hierarchised?
• Who sets the rules of inclusion?
• Who defines what knowledge counts or whose experiences become the reference point?
• Whose voices are missing from the conversation?
• What assumptions do we need to unlearn?

Decolonising our thinking is not only about revisiting the past. It is also about becoming more aware of the assumptions, categories, hierarchies and perspectives that continue to shape how we see others—and ourselves—today.

For those of us working in DE&I, education, leadership and intercultural relations, is not simply asking: “How can we become more inclusive?” But: Inclusive according to whose norms—and from whose perspective? What do we need to unlearn?

I would strongly recommend visiting the exhibition “Postcolonial?” in Brussels till 14 March 2027.

For info:
👉 “Postcolonial?” exhibition https://historia.europa.eu/en/exhibitions-events/temporary-exhibitions?utm_source=chatgpt.com
👉 The House of European History https://historia.europa.eu/en?utm_source=chatgpt.com

20/07/2026

¿Sabías que el Día del Amigo nació gracias a la llegada del ser humano a la Luna? 🚀🌕

El 20 de julio se celebra el Día del Amigo en gran parte de América Latina. Detrás de esta fecha hay una historia de conexión global fascinante:
🚀 El hito histórico: El 20 de julio de 1969, el Apolo 11 llegó a la Luna.

✉️ La idea: El pensador argentino Enrique Febbraro vio este logro como un símbolo de que la humanidad podía unirse más allá de las fronteras. Envió miles de cartas al mundo para proponer la fecha.

🗺️ El impacto: Países como Argentina, Brasil, Chile y Uruguay adoptaron oficialmente este día para celebrar los lazos humanos.

🌐 La perspectiva global y la ONU
📆 30 de julio: Es la fecha oficial de la ONU para el Día Internacional de la Amistad.

🕊️ El objetivo: Para las Naciones Unidas, la amistad entre pueblos y culturas es una herramienta clave para promover la cultura de la paz, el diálogo intercultural y la inclusión.
¿Conocías este origen espacial? 🌌
¿En tu cultura se celebra en otra fecha?

💬¡Cuéntanos en los comentarios!
Guardá este post para compartir un poco de historia.

📩Escribinos en DM / [email protected] para conocer más sobre nuestro enfoque intercultural.

18/07/2026

🇬🇧 What if it took just 67 minutes to make a difference? 🕊️

Today is . More than just a commemoration, it is a call to action: dedicating 67 minutes of our time to others, in honor of the 67 years
Mandela spent fighting for justice and human rights.
This is an important reminder for the professional world as well. Cultural change and inclusion are not isolated events; they are the sum of small daily gestures and responsible choices within our organizations.

📚 Food for thought
To go beyond the surface, we highly recommend visiting the Apartheid Museum website in Johannesburg.
It is not just a historical archive, but a living space that keeps questioning our present: - What forms of exclusion still persist today?
- How can we co-design fairer societies?

🌐 Useful resources
On their official portal, you can find educational materials, direct testimonies, and valuable insights to foster new awareness.
- What is the small gesture in your daily professional routine that makes a difference in making everyone feel included?

💬Share your thoughts in the comments, save this post, or share it in your Stories.

📩 To open a dialogue on these topics within your company, our email is always open: [email protected] (or feel free to drop us a DM).

07/07/2026

🇮🇹🇮🇹 In questo , .oneto Founder di e Business Developer per lancia un messaggio chiaro a chi opera – o desidera operare – nel mondo dell’innovazione e degli investimenti finanziari: https://youtu.be/zN1DHUxVtWY

gli nelle - .

Oggi le imprese guidate da donne rappresentano ancora una quota minoritaria del panorama imprenditoriale. Questo non significa mancanza di talento o visione, ma minori opportunità di accesso a capitale, reti e sostegno strategico.
Colmare questo gap significa favorire parità di genere, crescita economica e innovazione più inclusiva.

💡 Investire nelle donne non è solo una scelta etica. È una scelta intelligente e strategica.

👉 Vuoi sviluppare programmi, iniziative o strategie per sostenere l’imprenditoria femminile e l’innovazione inclusiva nella tua organizzazione?

📩 Contattaci scrivendo a [email protected] per progettare insieme percorsi, partnership e azioni concrete che generino impatto reale.

🇬🇧🇬🇧 In this Founder of the and Business Developer at delivers a clear message to those who work – or wish to work – in the world of innovation and financial investment:

in - - .

Today, women-led businesses still represent a minority within the entrepreneurial landscape. This is not due to a lack of talent or vision, but rather to fewer opportunities to access capital, networks, and strategic support. Bridging this gap means fostering gender equality, economic growth, and more inclusive innovation.

💡 Investing in women is not just an ethical choice. It is a smart and strategic one.

👉 Would you like to develop programs, initiatives, or strategies to support women’s entrepreneurship and inclusive innovation within your organization?

📩 Contact us at [email protected] to design pathways, partnerships, and concrete actions together that generate real impact.

06/07/2026

"🇮🇹✨
La diversità è davvero solo un valore aggiunto? O può diventare qualcosa di più?

Quando identità culturali diverse si incontrano, non si tratta solo di integrazione.
Si crea qualcosa di nuovo.

💡 Il concetto di meticciamento ci invita a superare l’idea di diversità come somma, per vederla come trasformazione.

📊 Diverse ricerche mostrano come la diversità culturale favorisca innovazione e performance nei team, soprattutto quando è accompagnata da contesti inclusivi.

👉 Per approfondire:
Why Diversity Matters (McKinsey) https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/why-diversity-matters?

👉 Un punto di vista concreto su come le relazioni interculturali possano generare valore reale.

🇺🇸✨
Is diversity just an added value — or can it become something more?
When different cultural identities meet, it’s not just about inclusion.
It’s about creating something new.

💡 The concept of mixing invites us to move beyond diversity as addition, and start seeing it as transformation.

📊 Research shows that cultural diversity drives innovation and performance when supported by inclusive environments.

👉 Learn more:
Why Diversity Matters (McKinsey) https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/why-diversity-matters?

"

New research makes it increasingly clear that companies with more diverse workforces perform better financially.

30/06/2026

Due ricorrenze nello stesso giorno. Un legame invisibile ma profondo. 🕊️🤝

Oggi, 30 luglio, le Nazioni Unite uniscono due messaggi cruciali: la Giornata Mondiale contro la Tratta di Esseri Umani e la Giornata Internazionale dell'Amicizia.

Una realtà spesso invisibile, che priva milioni di persone della libertà, coesiste nello stesso giorno con la celebrazione della solidarietà e della vicinanza tra i popoli.

Non è un paradosso: lo sfruttamento cresce dove c'è isolamento. L'amicizia e l'alleanza tra culture sono le reti capaci di spezzare questo silenzio.

📌 Perché celebrarla:

- Per riconoscere che dietro ogni numero ci sono vite, storie e diritti negati.
- Per rafforzare la consapevolezza e promuovere una cultura della responsabilità collettiva.

👉 Cambia prospettiva: Informarsi, sensibilizzare e fare rete sono passi fondamentali per contrastare il fenomeno e proteggere chi è più vulnerabile.

🌐 Sul sito ufficiale dell'UNODC sono disponibili i report globali per approfondire il tema e conoscere le iniziative internazionali.

24/06/2026

🌍 "I encourage all girls to think big, aim high and join your voices… together there is no glass ceiling that you cannot break.”
— - Amanda K. Serumaga

Il 24 giugno si celebra la Giornata Internazionale delle Donne nella Diplomazia, istituita dall'Assemblea Generale delle .unite.

📊 Oggi, le donne rappresentano circa il 22,5% degli ambasciatori nel mondo.
Ma i numeri non raccontano cosa significa davvero lavorare nella diplomazia.

Dal report United Nations Development Programme - UNDP – in emergono esperienze che tengono insieme sfide, impegno e trasformazione.

Amanda Serumaga 💬“Diplomacy requires stepping outside your comfort zone… You will encounter challenges you cannot withstand without a sense of purpose. It is a 24/7 job.”

Altre storie raccontano percorsi simili:
👉 entrare in contesti complessi e spesso non progettati per includere

👉costruire credibilità in ambienti ancora fortemente strutturati
👉creare alleanze per trasformare la presenza in influenza

E allo stesso tempo, generare impatto:
👉contribuire a politiche su migrazione, salute, sviluppo sostenibile
👉portare nuove connessioni tra temi globali
👉ridefinire il modo in cui si costruisce il dialogo

💡 Non si tratta solo di superare barriere. Ma di cambiare i contesti dall’interno.

🔎 Per approfondire e leggere le testimonianze complete:
👉Gendered Voices - Women In Diplomacy - IWD 2025https://www.undp.org/sites/g/files/zskgke326/files/2025-03/gendered_voices-women_in_diplomacy-iwd_2025.pdf