Diversity and Inclusion in Teams: Four Voices, One Common Direction
When we talk about innovation, wellbeing, and leadership, one concept keeps coming back: the ability of teams to be inclusive, cohesive, and truly motivated. But what does “inclusive” actually mean? And how can we create a space where every individual feels safe and valued, where their unique story, strengths, and even vulnerabilities become a shared resource?
The Erasmus+ project PENTATEAMS is built on this very question. At the heart of its approach lie the five key elements identified by Google’s Project Aristotle (Duhigg, 2016): psychological safety, dependability, structure and clarity, meaning, and impact.
Research consistently shows that inclusive teams perform better in terms of innovation, collaboration, and resilience (Edmondson, 1999; Shore et al., 2011; Bourke & Dillon, 2018). But theory alone isn’t enough. That’s why, within WP3 – led by Skill Up – we collected 20 interviews with professionals and leaders across Europe who shared how they apply these principles in real life.
Among the interviews Skill Up conducted directly, four stood out for their clarity and depth.
Roger Olivieri, Senior Counselor at Studio Palmieri, described a culture of natural inclusion. Without formal quotas or structured DEI policies, his firm has consistently integrated diversity through a skills-based approach and international collaboration. Inclusion, in his case, is not a strategy—it’s a practice embedded in the company’s values.
Lucia Fanfani, Director of Fondazione MonnaLisa, introduced us to the foundation’s charity shops, where people with intellectual disabilities are employed with dignity and purpose. These shops aren’t just about raising funds; they are inclusive workplaces that reflect the foundation’s deep-rooted commitment to social responsibility and empowerment.
Silvana Morini, from the Ente Bilaterale Turismo Lazio, spoke about post-COVID recovery in the tourism sector. Through leadership development, team engagement, and partnerships with social actors, her organization fosters a healthy working environment and leads projects aimed at integrating vulnerable groups into the labor market.
Patrick Forestieri, CEO of Naoma HR, shared his experience building structured, certified HR processes that address gender equity, unconscious bias, and inclusive leadership. His firm promotes diversity not as a trend, but as a fundamental pillar for motivation, engagement, and wellbeing.
All these voices demonstrate that the five pillars of high-performing teams are not abstract ideals. They can be observed, implemented, and sustained. Whether through open dialogue, clear roles, or strong leadership, inclusive teamwork is built day by day.
At Skill Up, we coordinated the structure of the interviews, produced accompanying guides, and supported multilingual dissemination to ensure that these practices are not only visible, but also replicable.
🎥 Watch the video interviews on YouTube
📘 Download the case study guides: pentateams.eu
Because inclusion isn’t a luxury or an accessory—it’s the foundation of every team that truly wants to grow.


Funded by the European Union. Views and opinions expressed are however those of the author(s) only and do not necessarily reflect those of the European Union or Agence Erasmus+ France / Education Formation. Neither the European Union nor the grating authority can be held responsible for them. Project Number: 2023-1-FR01-KA220-VET-000152480
All resources are published under the Creative Commons License CC BY-NC 4.0