DIMAIN project completed!


The central aim of the DIMAIN project was to promote diversity management and social inclusion, and ensure equal opportunities for all in the workplace through fostering diversity thinking and implementation of inclusive practices in the organizations.

The “Practical Guide to Diversity Charter”

Guide is developed as part of the DIMAIN project and aims to introduce benefits of the diversity and its management at the workplace, as well as covers good practices from companies along with testimonials. Overall, Guide aims to encourage to take actions in order to promote social inclusion within the workplace.

Developed in a high quality, professional design and localized Practical Guide to Diversity Charter(4 versions in English and national languages, both digital and printed) was accomplished with good practices and testimonials from partner countries, thus reached target group and met primarily aim to raise awareness on diversity and its management enhancing organizations to join the Charter community and support inclusion and diversity at workplace, thus ultimately reduce discrimination and social inequality within the wider society.

Available online here

The Diversity Charter

Launch and further maintenance of the DCs at national level in partner countries was one of the most important activities undertaken as well as outcomes of the project. Partners went much why beyond project objectives by launching the Charters, and had joined the EU Platform for Diversity Charters.

Charter is a voluntary initiative aiming at encouraging companies or public institutions to implement and develop diversity and inclusion policies. They outline what the organization does – and will do – to promote those policies at the workplace. Most importantly, Diversity Charters are a valuable asset in fighting discrimination and promoting equality at work.

Charters were launched in partner countries (Cyprus, Greece, Latvia, Lithuania).

In this term project not only met, but mightily exceeded both, objectives and results – in total 129 organizations has joint the DCs, the community continues to grow. The quality of the project results also reflects in the DCs signees list in all partners’ countries: state institutions (ministries, municipalities), worldwide known international companies, local SMEs, media organizations and etc. Both, result and impact is more than clear – progress in managing diversity and promotion of inclusive culture are getting stronger and more established every day.

More information available here

“Diversity and Inclusion” (D&I) Program

D&I Program created for by the DIMAIN project team, which aims to present important knowledge and understanding as well as practical materials and tolls to enable you to:

  • Raise awareness about D&I concept and introduce benefits of its management;
  • Understand the Diversity Management in Organizations – how it works and what challenges appear in this process;
  • Lay basics for creation and maintenance of D&I culture in the organization;
  • Introduce KPI’s for Monitoring of D&I management in the organization.

The D&I Program entities 2 Modules, which are divided into face to face (F2F) and Online parts:

  • F2F training | 16 hours (content material for the theory-lecture, exercises, cases to discuss and questions for the discussions, practical tasks, questionnaires for deeper understanding)
  • Online learning | 8 hours (additional theoretical material, further readings, handouts (questionnaires, checklists and relevant templates), quiz)

‘Diversity & Inclusion’ Training program developed in a participatory approach both within consortium and target audience through piloting, is innovative, relevant and needed to managers, HR, personnel specialist and adult educators. Chosen blended learning approach will ensure it remain available for practitioners both for online and self-learning, F2F trainings will continue to be implemented by partners due to the need of equipping growing network of organizations with the necessary knowledge, attitudes and competences to successfully manage and support diversity and inclusion in the workplace. During the implementation phase 84 participants were trained and became multipliers.

F2F part available here, along with Handouts (here) and Dictionary (here)