A diagnostic is often used to confirm that things are being done well.
Are we looking for confirmation, or for the place where the next effort will have the most effect?
Mosaïca training
Diagnosing with the Intégramètre
Produce a defensible diagnostic across eleven stages, situate the organization on a comparable scale and turn the picture into priorities leadership can stand behind.
- Durations
- 4 h·8 h·16 h
- Formats
- In person·Online
- Delivery
- In-house·Public session
Why this training exists
Investing in onboarding does not yet tell you where the effort lands
Are your integration initiatives producing an effect, or only activity?
Assess→ Situate→ Prioritize→ Track
An organization scores well on onboarding, and poorly on steering.
Should the strength be reinforced, or should what comes before it be taken up first?
The framework exists, and it is written down.
Is it applied, or only written?
A flawless welcome can mask an absent plan.
How far can a downstream strength compensate for an upstream weakness?
An upstream weakness is paid for downstream.
Objectives
What you will be able to do
By the end of the training, the participant will be able to:
- Understand the eleven stages and how they follow on from one another.
- Situate the organization on the four levels of maturity.
- Assess the activities of a stage on a common scale.
- Document a rating so that it can be defended.
- Tell a gap in practice apart from a gap in structure.
- Rank the priorities by expected effect.
Program
- Understand the framework.The eleven stages of the Intégramètre, from steering through to inclusion.
- Situate the organization.The four levels of maturity, stage by stage.
- Assess and document.Rate activities on a common scale and make the rating defensible.
- Connect upstream and downstream.Understand why an upstream weakness is paid for downstream.
- Prioritize.Rank the gaps by expected effect rather than by ease.
- Report back and follow up.Prepare the presentation to leadership and the next cycle.
Four levels for situating the organization
The level neither rewards nor penalizes: it indicates what kind of effort becomes relevant. An organization can be at level 3 on onboarding and level 1 on steering.
Intégramètre
Eleven stages, seventy activities assessed.
Emerging awareness
We act case by case.
Informal, reactive efforts carried by a few individuals. The structure has yet to be built.
Targeted rollout
It works, in some places.
Visible but localized efforts. Overall alignment has yet to be consolidated.
Structured and mobilized
The framework exists and it is followed.
A formal framework is in place. Collective ownership has yet to deepen.
Diversity strategist
We measure and we adjust.
Integrated practices, tracked over time and corrected on the basis of what they produce.
Key point
The level follows from the assessment of activities stage by stage. It is always read with the context: on its own, it says nothing useful.
A framework structured in line with relevant principles of the ISO 30415 standard on diversity and inclusion; the Intégramètre keeps its own assessment system and is neither certified nor validated by ISO.
Depth
Choose the depth
The same framework. Three levels of depth, depending on what your team needs to be able to do.
4 h
Understand
Read a picture and situate the organization.
- The eleven stages and how they follow on from one another
- The four levels of maturity
- Telling a strength apart from a gap
- Reading an anonymized picture
Ideal for a leadership team that wants to learn to read a picture already produced.
8 h
Practise
Produce the diagnostic and defend the prioritization.
- Assessing activities on a common scale
- Documenting a defensible rating
- Gaps in practice and gaps in structure
- Rating a complete stage
Ideal for teams that have to run the diagnostic themselves.
16 h
Go deeper and transfer
Steer the initiative and account for it.
- A full diagnostic across the eleven stages
- Connecting gaps from upstream to downstream
- Action plan with owners and deadlines
- Application to the organizational context
Ideal for committees that steer the initiative over time.
Understand→ Practise→ Go deeper
The teaching approach
Training you practise
Participants do not stay in the audience: faced with a mixed picture — a strength in onboarding, a gap in steering — they choose a first response, then check what it assumes before acting.
- Assess
Rate the activities of a stage on a common scale.
- Situate
Position the organization on the four levels of maturity.
- Prioritize
Rank the gaps by expected effect, not by ease.
- Track
Define the conditions for repeating the diagnostic.
Reading an anonymized picture
Rating a complete stage
Comparing two divergent ratings
A full diagnostic on a real case
Simulated report-back to leadership
Designing the repeat cycle
The workshop is built from your reality: the stages you suspect are fragile, the indicators you already track, and the picture you have — or do not yet have.
Plan
Plan the training
For your organization
Training adapted to your context
The stages you suspect are fragile and the picture you already have, or do not yet have, are the raw material of the training.
- Durations
- 4 h · 8 h · 16 h
- Formats
- In person · Online
- Adaptation
- To the organization's context
Public session
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Continue the journey
Discover the Intégramètre tool
Training: diversity management KPIs
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