5.10.26
Our Work Expanded First. Now Our Positioning Has Caught Up.
Six years ago, when we founded deidei, diversity and inclusion was having its moment. Everyone wanted to be part of it, and in many organisations the work ran on its own track, next to the business instead of inside it.
We took a different route from the start. We helped organizations connect inclusion to their business and people objectives, and we set high ambitions for our work. Our approach was data-driven and strategic from day one, aimed at changing systems, not just individuals or isolated practices.
That ambition for real change has always been our driving force. Because of our long-term client relationships, we got to learn early on where change actually holds: when inclusion is built into what already exists and into how our clients' systems and people operate.
Our clients saw the same thing, and as we matured together, more and more of them came to us with needs around change, communications, people and culture, and the business itself, not just inclusion. Our work became more cross-cutting.
But for a long time, the way we described deidei was narrower than the work we were actually doing. Until now, you could mostly see the change inside our client work. Today it runs through our strategy, our positioning and how we show up to the world:
We are deidei, a consulting company working across communications, diversity & inclusion, and organizational development. We look at all three through a specific lens: how human difference shapes the way an organisation works.
Our mission is the same as it has always been: a world where human difference is no longer a barrier to working life, and where deidei is no longer needed.
We've grown into this together with our clients. Now we're making it visible.
Three connected domains
We use our understanding of human difference to rethink how organisations work, from their internal culture to the way they engage with the world. It's the lens we bring to everything we do.
Communications
We develop communication strategies, messages and campaigns that reach diverse audiences and drive change, both inside and outside the organisation.
Diversity & inclusion
We treat inclusion as a design principle, not a side initiative. We help organisations reduce systemic bias and embed inclusion into their systems, processes and everyday practices.
Organizational development
We facilitate change and develop leadership, teams, structures and culture, creating fairer conditions for people to succeed and for the business to perform better.
Read more about our updated service offering.
Six years ago, when we founded deidei, diversity and inclusion was having its moment. Everyone wanted to be part of it, and in many organisations the work ran on its own track, next to the business instead of inside it.
We took a different route from the start. We helped organizations connect inclusion to their business and people objectives, and we set high ambitions for our work. Our approach was data-driven and strategic from day one, aimed at changing systems, not just individuals or isolated practices.
That ambition for real change has always been our driving force. Because of our long-term client relationships, we got to learn early on where change actually holds: when inclusion is built into what already exists and into how our clients' systems and people operate.