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.
Nowadays, an effective manager needs to be skilled in the management of plurality and inclusivity.
Anyone who manages others must act as the primary role model and must be and advocate of inclusivity in the workplace.
The number of women in the workplace has increased and their career prospects have improved, yet the persistence of considerable gaps means that more work still needs to be done to promote inclusion. At the same time, young men are struggling to engage with and come to terms with the legacy working practices of previous generations.
Many companies have no previous experience in dealing with workers with disabilities.
It is nonetheless imperative that they do so. Fortunately, the task nowadays has been facilitated by the availability of new tools developed in connection with the “plurality management” methodology.
For the first time in history, four generations find themselves working together: Baby Boomers, Generation X, Millennials and Generation Z. It is not always easy…
An increasing number of workers find themselves in care-giving roles.
A company can do a great deal to increase their well-being at work by adjusting their work-life balance and inspire their motivation.
Exclusion can also occur as a result of codified practices and operating systems that are often outdated and behind the times.
The promotion of a culture of respect is the starting point for meaningful and transformative change leading to inclusivity.
Every one of us has a significant role to play in the organisation in which we work, be it through the expression of values, the sharing of ideas or the building of projects.
An organisation is productive if everyone is included and empowered to play a central role.
Inclusivity is founded on respect.
Where respect is lacking, inclusion cannot even begin. Respect must be the starting point for any DE&I 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.