Wise Growth is a consultancy firm dedicated to developing and promoting policies that favour workplace inclusivity and human sustainability.
We provide strategic-level advice on policies that best fit the corporate culture of our clients, as well as operational-level advice on individual projects.
Today, companies need to be effective within a global context. The theme of multiculturalism in the company, i.e. the growing interactions (both in-person or remotely) with colleagues from different backgrounds or countries, is becoming increasingly urgent and strategic for any organisation to address.
Becoming a parent is a unique and impactful experience that often changes the perspectives, priorities and values of women and men alike. A complex journey that most often requires a period leave and the difficulties of reconciling work and family life. Focusing on parenthood means creating a new perspective beyond stereotypes.
The journey to initiate a cultural and sustainable change towards inclusion also passes through gender equality in the organisation.
Attention to the topics such as mental well-being and psychological safety is now essential for the development of a solid, sustainable and effective organisational culture.
To be effective, management, today, cannot do without investing and developing skills on plurality and inclusive leadership. Those who manage people should become a change agent and a role model to inspire others in the organisation.
The presence of women at work and in the career ladder has increased, but there are still important gaps on which it is still necessary to intervene and promote inclusion. At the same time, young men struggle to confront and integrate with a typical leadership model of previous generations.
For many companies, dealing specifically with people with disabilities and caregivers may be new. However, it is a fundamental task, possible today with the help of effective tools in the context of ‘plural management’.
For the first time in history, four generations are coexisting at work, at the same time: Baby Boomers, Generation X, Millennials and Generation Z. Areas of value differences and stereotypes towards the other generations are inevitable and, when working side by side, that may hinder collaboration.
Training and raising awareness on the topics of Diversity, Equity & Inclusion (DEI) is the starting point towards the development of a culture of respect. However, it is necessary to combine these actions with new methods and new approaches in HR processes, to generate structural change and act on remedying the organisational dynamics of “exclusion”.
Inclusivity is founded on respect.
Where respect is lacking, inclusion cannot even begin. Respect must be the starting point for any DEI project.
Traditional classroom training is designed on an ad hoc basis, and involves the study of business cases, videos and role playing.
Course contents are also digitised for the delivery of brief but targeted lessons, exercises, tools for active involvement and much more.
This is the ideal method for reaching a large number of people at once. In particular cases, the lessons can be jointly designed by the companies and the actions tailored to their needs.
A development path that, starting from an in-depth analysis of specific needs, plots out a learning itinerary suited to the current needs of the recipient of the coaching.
Mentoring projects entail coaching sessions that need to be monitored over time. The itineraries are always drawn up with reference to the client’s objectives.
Our events are designed to be emotionally engaging and to impart accurate information relatively quickly.
We coach companies in the development of internal and external communication.