You have built an ambassador network, but roles are unclear
There are volunteers and motivation is high, but what an ambassador does and doesn’t do is not defined.
Signature Programme · J-EDI Master
Develop ambassadors who don’t just talk about inclusion, but make it visible in everyday work.
J-EDI Master is a 2–3 day experiential programme I designed for in-house DEI ambassadors and D&I leaders. Participants start by turning inward and move on to seeing their team and the organisation’s system.
J-EDI: four core concepts
J
Justice
Are processes and outcomes fair for everyone?
E
Equity
What support do different needs require?
D
Diversity
Who is here, and which experiences shape decisions?
I
Inclusion
Can everyone belong and still be themselves?
2–3 daysIn person, experiential
AmbassadorsDEI ambassadors and D&I leaders
3PPolicy, Practice, Perception
300+ organisations and projects in 60+ countries
Organisations across automotive, logistics, pharmaceuticals, retail, education and luxury consumer goods, as well as universities and civil society organisations
Who It’s For
This programme may be right for you if…
Ambassadors have the intention but not the tools
They don’t know how to act when they notice an unheard voice in a meeting or when someone shares an incident.
Inclusion has remained HR’s job alone
Programmes come from HR, but no one in the teams owns them or carries them into daily work.
Awareness is there, behaviour hasn’t changed
Trainings received good feedback, but there is no visible effect in meetings, decisions or team rhythms.
Programme Flow
From turning inward to seeing the system, in five stages.
We teach inclusion by letting people experience it, not by lecturing. At each stage we first experience, then conceptualise and finally carry it into work.
1
Understanding people
Mental schemas, bias and assumptions. Seeing, from our own experience, which assumptions our choices rest on.
2
Understanding groups and the organisation
Us and them, bystanding and silence, visible and invisible diversity. A shared J-EDI language.
3
Developing people
Allyship: reassuring, learning and advocating behaviours. Saying “Would you like to finish?”
4
Building teams
The difference between belonging and psychological safety. A five-point psychological safety agreement with the team.
5
Transforming the system
Choosing a process with 3P and checking whether the rule, the practice and the experience say the same thing.
The Ambassador’s Role
Not the person with every answer, but the person who makes room.
Being an ambassador means being willing to be curious about people’s experiences, to question your own assumptions and to turn what you learn into behaviour. The role’s boundary protects both the ambassador and the employee.
Not the ambassador’s job
- Investigating sensitive complaints
- Assessing or diagnosing employees
- Accessing confidential files
- Carrying inclusion alone
What an ambassador does
- Observes everyday practices and gathers questions
- Makes room for unheard voices in meetings
- Listens when an incident is shared and points to the right authorised channel
- Takes part in improvement design and pilots
Concrete Outcomes
What participants leave with
The ambassador’s toolkit
- A short J-EDI glossary the team uses with the same meaning
- An ambassador role card: what they do and don’t do
- A five-point psychological safety agreement
- A 3P evidence list and first action proposal for a chosen process
- One observable behaviour for the 30 days after the training
For organisations that want lasting impact
- Online learning circles
- Six weeks of microlearning
- Short readings and small tasks
- A dashboard that makes progress visible
- Gamification
The extended journey is based on the 4-Layer Learning Ecosystem approach.
Measurement
We track impact not by satisfaction, but across four layers .
İlk üç katman, 3P Inclusive Culture Model™'nin üç kanıt düzeyidir.
Policy
Rules, scope, roles and review cycle.
Practice
Behaviour, use and process consistency.
Perception
The experience of fairness, trust, voice, belonging and access.
Outcome
People and business outcomes.
“Inclusion is most visible not in the strategy document, but in the Tuesday 10 a.m. meeting.”
The starting point of J-EDI Master
From the Field
In every organisation, tailored to its structure.
J-EDI Master has been delivered with DEI ambassadors and D&I leaders of international organisations operating in the automotive and logistics sectors in Türkiye. In each organisation, the programme is adapted to its policies, ambassador structure and priorities.
Sources the programme draws on
- Edmondson, A. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2), 350–383.
- Edmondson, A. C. (2019). The fearless organization. Wiley.
- Kolb, D. A. (1984). Experiential learning: Experience as the source of learning and development. Prentice Hall.
- Shore, L. M. et al. (2011). Inclusion and diversity in work groups: A review and model for future research. Journal of Management, 37(4), 1262–1289.
Let’s plan a J-EDI Master programme for your organisation’s ambassadors.
In a 30-minute discovery call, let’s discuss your ambassador structure, participant profile and the behaviours you are aiming for, and tailor the programme accordingly.