Facilitator guide
This guide is for the person who has to facilitate the exercise. The guide contains an overview of materials and the scope of the exercise. Download the guide here.
Diversity tools
Here you will find concrete tools that you can use to promote an inclusive and diverse study and work environment that can increase equal opportunities. Whether you are a student, researcher, or administrative staff, you will find valuable resources to contribute to a more inclusive DTU. Some exercises can be used at individually, some in groups and some in both ways.
If you need more inspiration or assistance with facilitation, please feel free to contact your HR partner.
DTU and the Panel is a DE&I dilemma exercise based on dilemmas from the real world, the majority from DTU.
DTU and the Panel can be used as part of a workshop or as an independent session in a unit. The exercise can be facilitated by anyone and requires no special prerequisites.
Below, you will find a facilitator guide, dilemma cards and a panel participant guide.
Panel participant guide
This guide is aimed at the panel participants (i.e. all members of the group except for the chosen host/facilitator). Download the guide here.
Dilemma cards
Here you will find a large number of dilemmas within various themes. The dilemma cards are also a guide for those who are given the role of the host. Each group must have a host who facilitates the dialogue in the groups. How many dilemmas you need depends on the time available and on how many groups there are.
The DE&I dialogue cards have been developed as part of a broader initiative to promote diversity, equity, and inclusion (DE&I) at DTU. The purpose of these cards is to make DE&I more tangible by illustrating how diversity, equity, and inclusion manifest within your environment.
"Take the Temperature on Your Diversity, Equity, and Inclusion" is a short warm-up exercise designed to initiate conversations, whereas "Map Your Diversity, Equity, and Inclusion" is a more in-depth exercise, similar to the Well-being Dialogues.
This longer exercise allows participants to explore DE&I topics thoroughly and formulate a plan for implementing insights gained during the discussions.
The cards are particularly useful as a follow-up to an initial awareness-building process, such as initiatives as DTU and Panel.
The two exercises, "Take the Temperature on Your Diversity, Equity, and Inclusion" and "Map Your Diversity, Equity, and Inclusion", have been specifically developed in connection with the DE&I dialogue cards to ensure that conversations lead to both understanding and concrete action. Through these activities, we hope to foster a more inclusive and respectful environment where everyone feels valued and heard.
In the boxes below, you can download the dialogue cards as a PDF file or access a virtual card version, along with the two exercises.
Take the Temperature on Your DE&I
The purpose of the exercise is to initiate reflection and dialogue about the group’s/unit’s diversity, equality, and inclusion (DE&I), including sexism, in a light and brief manner.
It is designed as a warm-up for workshops or seminars on these topics and works best if participants are already familiar with the concepts of diversity, equality, and inclusion.
By starting with an exercise where participants both share their own experiences and listen to others, it helps create a safe space and makes it easier for participants to apply the rest of the program to their daily lives. The exercise can also be used individually if one is curious about identifying where they experience challenges with diversity, equality, and inclusion, or where it works well.
Download the exercise here.
Map your diversity, equity and inclusion
Bias Bingo – Individual exercise
Do you want to spot your own possible biases and work to challenge them? The purpose of the exercise is both to create an understanding of why one's own biases arise and how both lived experiences and the opposite influence our behaviour. The exercise involves filling in the "bingo board" and then answering the questions that follow. It is an initial exercise to become more aware of your own biases and how to challenge them. The exercise focuses on why it is important to continually work to challenge blind spots in the work of putting diversity into play and creating more equality and inclusion.
Download the exercise here.
Having a bias buddy—whether for a limited period or indefinitely—is a safe and non-committal way to introduce new perspectives into your work life and challenge your own biases. You can take the initiative to find someone who differs from you and, together, define the framework for your meetings (where, how often, and what you will discuss). Alternatively, your unit and you can facilitate the process together, fostering a shared culture where blind spots are actively worked with.
The tool offers additional inspiration to help you get started.
Download the exercise here.
Meetings are an unavoidable part of work life and offer a snapshot of an organization's culture. We know that diverse perspectives lead to better outcomes. That’s why it’s important to consider whether our meetings engage participants’ diversity and whether the meetings and participants contribute to creating equal opportunities—often benefiting not just a few, but the entire group/unit/organization.
When Meetings Are Inclusive:
Participating in meetings where we feel our needs (such as preparation or physical arrangements) are met and our contributions are meaningful generates energy and motivation. Inclusive meetings are not just about accommodating different needs and perspectives; they also foster innovation, increased engagement, and improved decision-making. Studies show that inclusive teams often make better decisions.
When Meetings Are Exclusive:
Exclusion in meetings can negatively impact our well-being and performance. Often, exclusion happens unconsciously during meetings, but there is much that meeting leaders and participants can do to mitigate it.The feeling of exclusion might stem from leaving a meeting without feeling involved or heard. Practical exclusion can also occur, such as walk-and-talks or standing meetings, which may be challenging for individuals with for instance arthritis or mobility difficulties. Similarly, meetings scheduled too early for some participants to attend—for example, due to childcare responsibilities or long commutes—can also lead to exclusion.
On this page, you’ll find a range of recommendations for creating more inclusive meetings. A good starting point could be the individual exercise "Test Equity and Inclusion in Your Meetings."
Test equity and inclusion in your meetings
Before you begin looking at the tool ”Recommendations for increasing equal opportunities and inclusion in meetings”, you may benefit from starting with this individual excise if you have the slightest doubt about where you would gain the most from adjusting your meeting design.
Download the exercise here.
Recommendations for inclusive meetings
In this tool, you will find a series of recommendations grouped under five overarching themes:
- "Duration, breaks and time of day can promote equity and inclusion”
- "Increase equal opportunities and inclusion through preparation, alignment of expectations, and setting the framework for the meeting”
- "Make the physical settings of the meeting promote equity and inclusion"
- “Increase equity and inclusion by leveraging diversity”
- ”Promote equity and inclusion through language”
Download the recommendations here.
"Map Your Close Network” aims to create awareness of potential blind spots. When you get perspectives from people who are different from yourself, you can view a challenge from multiple angles. This leads to a better understanding of complex issues and better decision-making. The exercise does not provide solutions but helps you identify where there may be a need to seek advice outside of your close network.
The exercise can be performed individually or in a group.
Download the exercise here.
DTU has developed a system to promote diversity, equity and inclusion at the university called Qlik Sense. It can provide in-depth and detailed data on diversity to DTU workers at all levels of the organisation. Qlik Sense offers intuitive and interactive visualisations of diversity data. Qlik Sense allows all to delve into various aspects of diversity, such as gender, nationality, and age. Through dashboards and reports, all can identify patterns, trends, and areas where targeted action is needed to improve diversity and inclusion at DTU.
Diversity data
Annual work unit and people
DTU continuously works on developing and strengthening our dialogue and collaboration culture. We do this through DTU's Well-being Dialogues, Leadership Dialogues, and Performance and Development Reviews (MUS), which bind DTU together. HR helps facilitate dialogues where needed.
Fortunately, most of the dialogue that binds DTU together happens when we each take the initiative and reach out to talk to one another. Dare to Care is an encouragement for you to take the initiative to talk about what matters to you.
Download the guide here.
Download the guide here.
Download the guide here.
Read more about sexism.
The Playbook for Universal Design is a tool developed by DTU Skylab with the aim of creating inclusive and accessible solutions for everyone. By following the principles of universal design, we ensure that our products, environments, and services can be used by all people, regardless of their abilities, age, gender, or ethnicity.
Access the tool here.
