Catalysts
Case Studies
“We can map new processes and systems and call it change. But if people's behaviours have not changed much. All we have is the illusion of change”
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Leandro Herrero, Viral Change
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01
Catalysts led a 6 month DEI baseline study for NRC and Amnesty International in Norway
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For the study we recruited 2 researchers and a HR specialist and conducted focus group interviews, a benchmarking study, employee interviews and developed a framework for DEI in NRC with short-term and long-term goals. Nearly all of our recommendations have been followed including developing a DEI policy, hiring a DEI manager and conducting workshops with top management.
This study formed the framework for a 6 month study for Amnesty International in Norway that was completed in 2022. Amnesty International in Norway is also closely following our recommendations and has increased their number of staff with diverse bakcgrounds and their programming on racism.
02
Catalysts collaboration with Yara
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We were privileged to contribute our expertise during the early stages of Yara´s Black Talent Initiative. Our involvement included conducting interviews, developing toolkits, and organising workshops to support the implementation of this ground breaking initiative.
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In 2022-2023, Catalysts had the opportunity to collaborate closely with Yara Europe, where we successfully conducted 12 workshops tailored for top management throughout the region. These workshops aimed to cultivate understanding, awareness, and actionable strategies to promote diversity and inclusion within the each regional context.
We are excited to share that in 2024 we are developing a dedicated train-the-trainer program is set to be completed for the entire region. This program is designed to further empower Yara's team in driving the ongoing success of the Black Talent Initiative, ensuring its sustainability and positive impact for years to come
03
Catalysts international student inclusion collaboration with BI Norwegian Business School
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Our collaboration with BI started with focus groups and surveys to assess the inclusion amongst international and Norwegian students. The results were compiled in a report and review with management that led to the development of workshops for ca. 170 employees to raise awareness and provide tools bring DEI to the forefront.
04
Catalysts Female Leadership program for Crayon
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In 2021 we developed the first round of Crayons “Female leadership program” for selected female employees. The 8 month hybrid program is now in its third round with 17 participants from 15 countries The program has targeted women in the early stage of their careers with key themes of DEI, cross cultural competence and leadership. Several of the participants have advanced in their careers and credited the program with giving them the confidence to take the next step.
05
Catalysts digital solution for Storebrands 2000 employees
In collaboration with a digital learning expert, TASK, and the Storebrand team, we have successfully developed a dynamic e-learning solution on diversity. This tailor-made solution was specifically designed for Storebrand's 2000 employees, and it is available in English, Swedish, and Norwegian languages.
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Our e-learning solution takes a storytelling approach, aiming to address various essential topics, such as unconscious bias, inclusive leadership, effective teamwork, and creating psychological safety within the workplace.
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Building on the success of this initiative, we have also adapted the e-learning solution for SOS barnebyer (Save the children). This showcases our ability to customize and tailor our offerings to meet the unique needs and requirements of different organizations.
06
Developing A Multicultural Action Plan for Oslo Municipality
As the Vice-Chair of the Council for Multicultural Minorities in 2020-2023, I played a pivotal role as one of the five members in a working group commissioned by the Oslo Municipality. Our mission was to develop a groundbreaking action plan aimed at enhancing the recruitment of individuals from multicultural backgrounds for managerial, employee, and board positions. The overarching objective was to ensure that the municipality's workforce mirrored the diverse composition of the city's population at every organizational level.
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This comprehensive endeavor spanned over the course of a year and encompassed several key activities, including conducting surveys within the municipality, conducting research reviews, benchmarking against best practices, and conducting workshops involving employees from multicultural backgrounds.
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Our collective efforts culminated in a proposal that is currently undergoing a thorough political review and is slated for implementation in 2024. Our work has been instrumental in driving forward the municipality's commitment to fostering diversity and inclusion across all aspects of its operations.
Other companies we have worked with
