Interactive and experiential learning processes are used to grow diversity competence, both at an individual and organizational level.

The aim is to develop people who:

	are sensitized to their own unconscious prejudices
	value their own and others' uniqueness
	have a greater understanding of diversity within the South African context, and particulary the clash between Western Management models and thinking and African culture and how this impacts in the workplace
	recognize that diversity is a challenge to business internationally
	appreciate why having competency to manage diversity is a critical skill

By enhancing diversity competency, organizations are able to create an inclusive work environment. However, diversity has to be lead, and diversity interventions must include some form of leadership development.