Feedback such as “too assertive” or “not leadership material” gives people a label but little they can act on.
WHAT WE WILL FOCUS ON
Separate an observed behaviour from the assumptions attached to it.
01
Daniele Pol / Gender Intelligence workshop
Better feedback. Fairer access to opportunity.
A practical Gender Intelligence workshop for HR and leadership teams. In one day, examine how gender expectations can shape judgement and make the criteria behind feedback and opportunity clearer.
One 6-hour workshop · up to 16 participants · preparation and follow-up with the programme sponsor
From€4,500
02
Is this what you are facing?
High-profile assignments are allocated without criteria people can understand or question.
WHAT WE WILL FOCUS ON
Make the criteria for feedback and access to opportunities explicit.
Your inclusion commitments are clear. Their impact on everyday management decisions is less clear.
WHAT WE WILL FOCUS ON
Test a change in one process, with an agreed owner and review point.
03
Turn awareness into clearer decisions.
Work with the sponsor to select a process, such as feedback or allocation of assignments. Agree which examples are useful and how to protect the people involved.
During the workshop, compare interpretations, identify the evidence behind them and practise more specific feedback or clearer reasons for a decision.
Agree who will oversee the practical test. The follow-up looks at how the criteria were applied and what needs further work.
04
Worked example · “You need more executive presence”
An illustrative scenario to show how the programme works; not a client case.
An employee is asked to show more executive presence without an example of the behaviour expected. They are left guessing what to change.
Identify the situation, the observed behaviour and the expectation. Compare whether the same standard is applied consistently to different people.
Assess whether the feedback becomes specific enough to use. Vague feedback calls for examination; it is not, by itself, proof of discrimination.
05
Your investment and the scope of work.
- The work examines individual behaviour and context, rather than assigning fixed traits by gender.
- It does not replace formal investigations, legal advice or pay equity analysis.
- No certification is included. Travel and extended programmes are quoted separately.
VAT excluded where applicable. Travel, licences and third-party costs excluded unless explicitly agreed. The proposal defines the final scope.
06
Answers before you start.
How do you protect people in the examples?
We agree what to anonymise, what to discuss and what should stay outside the group. The workshop focuses on behaviours and processes without exposing individuals or replacing formal reporting channels.
What is required before and after the workshop?
The sponsor takes part in preparation and follow-up; participants attend the six-hour workshop. The proposal sets out the practical test and the timing and scope of the follow-up.
Does everyone need prior knowledge of the topic?
No. Participants need a willingness to examine real situations and consider different perspectives. The consultation helps shape the workshop for the group; it does not assume everyone shares the same starting view.
What is included from €4,500?
The preparation, one-day workshop for up to 16 people and sponsor follow-up described here. The proposal confirms delivery, logistics, travel where needed and any applicable taxes.
07
Let’s work through your situation.
Bring a feedback or opportunity-allocation process you want to improve. In 75 minutes, we identify where to focus and which examples can be used safely. You receive a written summary and next steps. €300 plus VAT where applicable, credited in full towards any package you purchase.
75 min · online · IT / EN
Initial consultation · €300