To achieve our goals, we have following projects at hand. These projects are our field of work and main focus areas. Each project has its own merit as a crucial part of the process. These projects function separately but at the same time enforce and support each other.

Competence, Balance, Athenaization!

Whether you are in any environment such as:


Daughter, sister, wife, mother, aunt, cousin, mother in laws, niece,…


Student, graduate, postgraduate,…


Unemployed, employed, junior, senior, employer, colleague,…

Any other Social:

Friend, sport body, neighbor, community, fellow country,…

You can be in the process of progress!

  • Diversity background

    Diversity background

    The findings reveal significant associations between positive contact experiences with individuals from immigrant backgrounds, diversity values, other-orientation, age, and gender, and the respondents’ willingness to support diversity practices. Particularly, the study contends that comprehending the historical contact with outgroups targeted by specific HR diversity practices may serve as a central mechanism influencing individuals’ willingness to…

  • Relatively equal

    Relatively equal

    The Norwegian Gender-Equality Act’s General Clause (Section 3, 3rd paragraph) paves the way for local agreements pertaining to positive action and preferential treatment. The procedure for preferential treatment governs the formal aspects of recruitment and promotions in all public sector organizations. Preferential treatment is to be implemented only in cases where women represent less than…

  • Common barriers

    Common barriers

    “A survey of the relevant literature shows that the most common barriers to women’s advancement in corporate leadership are, (A) in-group bias that causes current leaders to promote subordinates who they perceive to be like them, (B) androcentric values in the workplace and negative assumptions about women’s competence, (C) lack of access to corporate management…



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