• Racism-Sensitive Team Supervision

    For connected, psychologically safe collaboration in diverse teams

Why Racism-Sensitive Team Supervision Is Essential Today

Teams increasingly work in environments where diversity, workload and unequal social realities intersect.
Tensions arise because structural and human realities meet — realities that traditional supervision models often overlook.

Racism-sensitive and diversity-informed team supervision makes these dynamics visible by opening space for:

  • The impact of power and powerlessness

  • Unequal emotional labour

  • Different lived experiences and burdens

  • Questions of belonging

  • The critical role of psychological safety for all team members

It is the necessary evolution of classical team supervision for today’s diverse workplaces.

Typical Reasons for Racism-Sensitive Team Supervision

  • Concerns or complaints about harmful communication or exclusion

  • Leaders feeling uncertain about how to navigate conflict-sensitive or identity-related issues

  • Unequal distribution of workload or emotional strain

  • BIPoC team members experiencing subtle or explicit racism

  • Loss of trust or loyalty affecting wellbeing and performance

  • Previous team processes or supervisions failed to address existing power dynamics

The goal:
To build a more connected, aware and sustainably effective foundation for collaboration.

Many teams today operate under increasingly complex conditions:
high expectations, time pressure, ongoing change processes — combined with different social positions, lived experiences, workloads and power dynamics.

And it is exactly in these environments that unspoken realities often surface:

Unaddressed tensions. Microaggressions. Withdrawal among team members. Overwhelm among leaders. Emotional and health-related stress.

Racism-sensitive team supervision creates a protected space where these dynamics can be named, explored and transformed — with awareness and a solution-oriented mindset.
It supports teams in reconnecting with one another, rebuilding trust, and gaining clarity in how they work together.

What Makes Racism-Sensitive Team Supervision Different?

  • Traditional team supervision focuses on roles, cooperation and case reflection.
    Racism-sensitive team supervision goes further:

    • It allows active naming of power, discrimination and unequal realities

    • It strengthens leaders and teams in creating psychological safety

    • It provides space for emotions such as fear, anger, helplessness or frustration

    • It fosters conflict competence rather than false harmony

    • It connects inner work with organisational structures and real change

    • It builds a culture of collaboration that protects, motivates and develops people

What Teams Gain Through Racism-Sensitive Team Supervision

  • Teams often experience meaningful changes within just a few sessions:

    • More clarity around roles, expectations and responsibilities

    • Relief through naming tensions that previously remained unspoken

    • A shared language for difficult or sensitive topics

    • Deepened connection and increased trust

    • More confidence in navigating sensitive situations

    • A team culture that supports wellbeing and strengthens collaboration

Instead of avoiding conflict, teams learn to actively shape how they want to work together.

My Approach: Rooted Care, Power-Aware Facilitation & Mindful Team Work

My approach integrates:

  • Systemic supervision

  • Power-aware and racism-sensitive perspectives

  • Mindfulness-based process facilitation

  • The four principles of the Rooted Care Approach: Knowledge, Attitude, Relationship and Structure

With teams, I work to:

  • Sharpen awareness of what is happening in the relational field

  • Find language for experiences that previously had no space

  • Strengthen relationships and shared responsibility

  • Distribute emotional and organisational burden more fairly

  • Develop structures that enable sustainable, equitable collaboration

As an experienced supervisor, facilitator, meditation teacher and expert in racism-sensitive team development, I have accompanied a wide range of organisations — from psychosocial service teams, NGOs and educational institutions to companies, cultural institutions and public sector organisations.

I create spaces where teams can regain a sense of safety, connection and collective growth.

Who Is Racism-Sensitive Team Supervision For?

This format is ideal for teams that:

  • Work with diverse communities or clients

  • Are themselves diverse in backgrounds, experiences or racialised identities

  • Want to strengthen psychological safety and relational trust

  • Face conflict, emotional workload or unspoken tensions

  • Seek to develop a more inclusive and power-aware work culture

Particularly beneficial for:
psychosocial professionals, counselling teams, educational and clinical settings, social-impact organisations, cultural institutions, media organisations, public sector teams and any workplace where diverse perspectives and unequal burdens intersect.

White-majority teams benefit when working with diverse target groups or wanting to evolve their professional stance.
BIPoC teams benefit from having their specific experiences and needs addressed — especially when situated within larger institutions (ERGs, Black@…, BIPoC@… groups).

About Me: Expertise in Diversity, Mindfulness & Team Dynamics

I am a trainer, systemic team coach and supervisor supporting diversity-oriented and racism-sensitive team development and organisational change processes.

As co-founder of:

  • DE_CONSTRUCT Academy (Racism Awareness & DEI Training for Professionals and Organisations)

  • GesellschaftSEIN (Human-centred practice in the workplace)

  • MyUrbanology (Resources & perspectives for BI_PoC communities)

I combine professional expertise with community impact.

As the developer of the Rooted Care Approach, I integrate:

  • Inner work

  • Emotional self-leadership

  • Critical knowledge

  • Psychological insight

  • Structural anchoring

This approach enables teams and organisations to work more consciously, equitably and sustainably.

For over eight years, I have been advising, training and supervising teams across diverse organisational landscapes:
from private companies and social service providers to clinics, counselling centres, universities, public administration, cultural institutions and media organisations.

I support leaders, practitioners and teams in recognising and addressing diversity, racism-related experiences, conflict and structural stressors with clarity and competence.

Additionally, I serve as a practice advisor to Charité Berlin in the project “Empowerment through Diversity.”

I hold degrees in communication science and economics and have further training as a systemic team coach, facilitator, meditation teacher, energy practitioner, diversity-oriented organisational developer and trainer.

Let’s Talk and find out, what you team need!

I support you in shaping a team culture where people feel safe, seen and able to contribute effectively.

➡Submit your request for team supervision now.

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Frequently Asked Questions about Racism-Sensitive Team Supervision

How does racism-sensitive team supervision differ from traditional supervision?
It actively considers power dynamics, social positioning, experiences of discrimination and unequal emotional or structural burdens — not only communication patterns or role clarity.

How often should team supervision take place?
A frequency of 4–8 sessions per year is recommended, depending on team size, workload and relational dynamics.

Is this type of supervision also suitable for leaders?
Absolutely. I often support leaders in parallel who want to strengthen their confidence and competence in navigating sensitive or conflict-prone situations.

Can we start with a single introductory session?
Yes. Many teams begin with an initial orientation or clarification session before deciding on a longer-term process.