From Different Perspectives to a Shared Direction
The short version.
Plantasjen partnered with Innov8 to understand the organisation's current diversity and inclusion landscape across Norway and Sweden and identify where future efforts could create the greatest value.
Plantasjen already had many positive foundations in place: employees described an open and inclusive working environment, leadership was engaged and existing values were visible in everyday work. At the same time, there was no common organisation-wide definition, direction or set of priorities for diversity and inclusion. Awareness and activity varied across countries, communication was limited and employees wanted greater clarity about what D&I should mean for Plantasjen in practice. The challenge was therefore not to solve an acute organisational problem. It was to understand the current reality, uncover differences in perception and identify where a more intentional approach could build on existing strengths.
We conducted a structured organisational pulse check combining stakeholder interviews across Norway and Sweden with a review of existing documentation, policies and employee insight. The findings were synthesised into key themes covering employee experience, leadership, recruitment, organisational practices, communication and the external/customer perspective. Rather than moving directly from research to recommendations, we then facilitated a workshop with the HR team to challenge the findings, bring different perspectives together and prioritise where the organisation should focus. The session combined dialogue, group work and prioritisation to move from insight towards a smaller number of practical focus areas.
The process gave Plantasjen a clearer, evidence-based picture of both its existing strengths and the gaps that could limit future progress. Five central findings emerged: there were no major D&I problems identified and people wanted to engage; the organisation had a positive working environment but did not talk enough about D&I; its broader societal role needed clarification; leadership and processes were generally strong but lacked common direction and priorities; and communication, involvement, learning and dialogue could all be strengthened. Together with HR, these findings were translated into priorities including a shared definition and rationale for D&I, stronger use of organisational data, clearer links to value creation, broader employee and leadership involvement, focused and measurable goals, leader and employee development and improvements to recruitment practices.
From Listening to Focused Action
Understand the Starting Point
We began by clarifying the scope, reviewing existing information and defining the questions that would help build a realistic picture of diversity and inclusion across the organisation. The organisation had visible values, engaged leadership, strong employee participation and a generally inclusive working environment. At the same time, the initial assessment pointed to differences between countries, limited central direction and an opportunity to connect diversity and inclusion more clearly to everyday organisational priorities and business value. Rather than defining a programme immediately, the first priority was therefore to understand the current reality.
Listen to Different Perspectives
Through stakeholder interviews across Norway and Sweden, we gathered perspectives from different roles and parts of the organisation. The interviews explored how employees and leaders experienced inclusion today, what was already working, where expectations differed and which areas could benefit from greater attention. These perspectives were complemented by a review of documentation, handbooks and existing organisational insight.
Make the Patterns Visible
The interview findings and existing documentation were synthesised into a small number of key themes, strengths and development opportunities. Rather than focusing on isolated comments, we looked for recurring patterns that could help Plantasjen understand where greater clarity or focus would create value.
Prioritise Together
We then facilitated a workshop with the HR team to review the findings, challenge assumptions and identify the areas that mattered most. This helped turn a broad set of insights into a more focused set of priorities and practical next steps.
Connect Insight to Action
The final phase focused on translating the findings into a direction that could support further leadership dialogue and decision-making. The recommendations helped create a clearer basis for deciding where to focus first and how future diversity and inclusion efforts could connect to wider organisational priorities.
By the numbers
Services behind this engagement
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Organisational Insights & Discovery
Every successful initiative starts with understanding the current reality. Through stakeholder interviews, observations, surveys and collaborative discovery, we uncover root causes, identify opportunities and create the insights needed for confident decisions.
Organisational Insights & Discovery
For Plantasjen, this meant listening to perspectives across the organisation, reviewing existing information and synthesising the findings into a clear picture of strengths, recurring themes and potential areas for future focus.
Learn more about this service ›Strategy & Organisational Development
A strategy only creates value when it becomes part of everyday decision-making. We help organisations clarify direction, align priorities and translate strategic ambition into coordinated action.
Strategy & Organisational Development
The engagement helped move the conversation from a broad ambition around diversity and inclusion towards clearer priorities and a more practical basis for deciding where to focus next.
Learn more about this service ›Workshop & Process Facilitation
We design and facilitate workshops that bring people together, create shared understanding and turn conversations into practical actions. Every session is tailored to your objectives, participants and organisational context.
Workshop & Process Facilitation
The HR workshop created space to review the evidence together, challenge assumptions and collectively narrow a broad set of findings into a smaller number of meaningful priorities.
Learn more about this service ›Start with insight before jumping to solutions.
Whether you are exploring culture, leadership, collaboration, innovation capability or another organisational challenge, a focused discovery process can help you understand different perspectives, identify the patterns that matter and create a clearer basis for deciding what comes next.
